To mitigate the risk of losing your best sales candidates, stop treating passive candidates as active job seekers, start valuing the candidate, maintain a strong corporate reputation, and offer market leading compensation packages. Every organization that is committed to achieving aggressive growth targets requires talent that consistently achieves their sales targets and drive profitable revenue.
To enhance the ability of HR to find qualified, proven sales talent, sales leaders need to provide deep insight into the sales organization including: team performance, culture, hiring timelines and ideal profiles, compensation plans, and individual development plans. In the most successful organizations, human resource and sales leaders partner to drive their company forward. They
Since 2013, Atlanta has become something of an economic unicorn. The city and its surrounding areas have enjoyed strong job growth, especially in well-paying professional and business services jobs. Yet, the region continues to boast a relatively low cost of living, especially when it comes to housing. At the same time, both state and local
The new VP Sales has the opportunity and responsibility to achieve aggressive growth targets, and make a deep impact on company-wide culture. That’s why we’ve hand-picked these 25 sales books (in no particular order) from the best in the field and organized them into the 5 key responsibilities of the new sales executive: Lead a
By 2025, the vast majority of the workforce will be comprised of Generation Y, also known as the Millennials. In order to compete in today’s global economy, employers will need to have a comprehensive understanding of Millennials in the workplace. That is why at Peak Sales Recruiting, we wanted to gain a better understanding of
Appeal to these salespeople’s insatiable drive to advance their career, differentiate your company, and embrace the domino effect. Your competitor’s top salespeople are grounded in industry knowledge, know the pain points your prospects have and what decision makers to target, and have a proven themselves to be successful in selling environments similar to yours.
Implementing a ‘pre-hire program’, being consistent, establishing a mentoring program, defining success, and creating a sales playbook reduces ramp time and sets new hires up for continued success. No matter the size of an organization, hiring the right people and developing them so that they can achieve their true potential are arguably the most critical
The ability to recruit, coach, and develop effective sales teams; have a relentless pursuit of key strategic goals; and posses a long track record of high integrity transactions with peers, customers, and partners are all traits employers look for in their next (or first) VP Sales. But in order to attract and hire a great
Great salespeople do more than just consistently drive profitable revenue for their employers. They inspire confidence in customers and partners, increase brand trust, and contribute positively to company culture. And these salespeople are rare, representing only 10-15% of the sales population, so when a company has great salespeople, it’s in its best interest to get
Top-performing salespeople have one thing in common – they consistently achieve their sales goals. To recruit these talented and rare salespeople, employers need to take a hard look at what they are offering prospective candidates, and if they are doing what it really takes to attract ‘A’ players. Hiring managers fail to acquire top performes
