When we launched Peak Sales Recruiting many years ago, we looked at the market and recognized the under served need for companies to recruit high achieving sales people. While it was overly common at the time for recruiting companies to specialize their services outside of a geographical region, we saw an even more acute need
It is no surprise that recruiting top performing sales professionals in New York City is no easy task. Top sales people in the Big Apple do what New Yorkers do best – make money, and lots of it. To be the best of the best, requires competing and winning in arguably the most cut throat and fast-paced selling
Recruiting high achieving sales professionals onto your sales team is no simple task for a few simple reasons: They are rare, They are employed, not looking for a new job, and are constantly receiving offers from competing employers. Overcoming these challenges takes significant effort and commitment, but the investment is justified by the superior results that top
As we have written about before, top performing B2B sales people want to work for industry leading and highly reputed companies which their chances of success are greatest. Since there is excess demand for the services of top sales people, why wouldn’t they be selective in who they work for? In an Internet dominated world, a key question
Many sales managers accept the 80-20 rule – that 20% of their reps make 80% of the sales – which I suppose is acceptable if the sales manager is consistently meeting targets, but it certainly is not a recipe for superior results. There are many downsides to allowing under-performers to exist on your sales team. Sales leaders
sales-compensation1-e1401398784710-600×400 Company leaders and business owners are often worried about overpaying sales reps. This is especially true for the CEO’s who didn’t ascend to their leadership position through the sales ranks and who are not overly sensitive to how sales compensation is earned. The concern is legitimate if one were to look simply at the outgoing commission
Salespeople sell. Sometimes they sell themselves best of all. Resumes are not the only way to measure the value of a salesperson and arguably not even the best way. However, given the volume of resumes recruiters typically receive for a posted sales job, recruiters and HR departments need to understand how to read between the
It is commonly accepted that the best sales people are successful wherever and that they go don’t move jobs very often. This is certainly true, but rarely does someone have a perfect career track record in sales. There are a lot of internal and external factors that can get in the way of consistently achieving
Most sales people like to talk. So do a lot of hiring managers, which is unfortunate when it comes to hiring sales people because assessing the abilities of a potential hire is difficult if they aren’t the ones doing the talking. Get Them to Speak While there is a tendency for many hiring managers to
Building strong, stable and reliable sales teams is critical to sales performance, certainly in the long term. Sales rep turnover affects sales production, team morale, customer loyalty and ultimately, the bottom line, so it is incumbent on executive leadership to reduce or avoid unwanted turnover in the sales force. Here are 5 ways to reduce
