1. Know What “Top Talent” Means for You

Sales is not one-size-fits-all. The ideal candidate for a fast-paced SaaS company will differ from someone selling complex financial products. Define the key traits and performance indicators that matter most to your business—whether it’s new business development, client retention, or cross-selling.

2. Write a Job Description That Sells

Salespeople are experts at spotting value. Your job ad needs to clearly outline not just responsibilities, but what’s in it for them—earning potential, growth opportunities, company culture, and flexibility. Be transparent about OTE, targets, and support structures.

3. Use Targeted Sourcing Channels

Relying on general job boards isn’t enough. Use LinkedIn, niche sales communities, and recruitment agencies that specialise in your industry. Consider employee referrals too—top performers often know other top performers.

4. Screen for Skills and Mindset

A candidate’s CV may show numbers, but interviews should reveal drive, resilience, and adaptability. Use structured interview questions, real-world scenarios, and sales role plays to get beyond rehearsed answers.

5. Move Fast, But Stay Thorough

In a competitive market, good salespeople don’t stay on the market for long. Keep your hiring process short and focused—ideally two stages max. But don’t skip on due diligence, especially when it comes to verifying past performance and cultural fit.

6. Onboard for Success

Hiring is just the beginning. A structured onboarding process—including product training, shadowing, and early wins—is key to helping new hires hit the ground running and stick around.

Final Thought

Hiring the right salespeople can directly impact your bottom line. Take the time to define what you need, use the right channels, and create a candidate experience that reflects the professionalism of your business.