To hire a good salesperson, start from the number they must hit, define the profile of someone who has already hit a similar number, go looking for those people directly rather than waiting for applicants, check their results before you interview, and run a short, decisive process. The steps below work for account executives, territory reps and SDRs alike.
Step 1: Define the number and the role
Write down the quota, the average deal size, the sales cycle and the buyer. Then decide the motion: new business or account management, inbound or outbound, field or inside. These answers tell you which experience matters. A rep who closes two-week inbound deals is a different hire from one who runs nine-month enterprise sales.
Step 2: Build the candidate profile
From the role, list three to five must-haves. For example: three years selling to operations leaders, deals of a similar size, and a record of hitting quota in at least two of the last three years. Everything else is a nice-to-have. A short profile keeps the search focused and stops you rejecting good people for small gaps.
Step 3: Write a clear job description
Lead with what they sell, to whom, the number and the pay, including on-target earnings. Our guide to writing a sales job description has a template you can adapt.
Step 4: Go and find the candidates
The salespeople you want are usually employed and hitting quota, so they aren’t applying to ads. Reach them through:
- Direct outreach to reps at companies that sell to the same buyers.
- Referrals from your own team, customers and partners.
- A specialist sales recruiting agency that approaches passive candidates for you.
Step 5: Screen on results first
Before any interview, ask for quota, attainment, rank on the team, deal size and sales cycle for the last two or three years. This one step removes most of the risk in a sales hire.
Step 6: Interview for evidence
Use structured questions that ask for real examples, and finish with a role play based on your customers. See our sales interview questions, and consider a short sales assessment for finalists.
Step 7: Check references and make the offer
Ask references to confirm specific numbers. Then move quickly: strong candidates often have other offers. Make sure the pay plan is clear and the quota is achievable, and agree a start date.
Step 8: Onboard for a fast ramp
Give the new rep a written 30-60-90 day plan, early meetings with customers and a clear first-quarter target. Most bad hires are visible within the first months, so review progress against the plan, not on instinct.
How long should it take?
A focused search usually takes four to eight weeks. We cover the timeline and what slows it down in how long it takes to hire a salesperson.
How Sales Talent Group hires salespeople
We run every step above for you. We agree the number and profile with you, approach the top 20 percent of sales talent directly through our sales database and 12-step sourcing strategy, verify each candidate’s record, and send you detailed profiles within five days. You interview the top three to five. Every hire is guaranteed to reach their first-year quota and is placed within 45 days, and we replace them once within 12 months if it doesn’t work out.
See account executive recruiters or tell us about the role.
Questions about hiring a salesperson
Where is the best place to find good salespeople?
At companies that already sell to your buyers. The strongest candidates are employed and hitting quota, so direct outreach and referrals reach them far better than job boards.
Should I hire an experienced salesperson or train a junior one?
Hire experience when you need revenue within the year or the sale is complex. Junior hires work well for SDR roles and when you have a manager with time to coach.
How do I know if a salesperson will succeed at my company?
Look for a record of hitting quota in a similar role: similar buyer, deal size and sales cycle. That predicts success better than interview performance or personality.
