Sales Recruitment | Sales Recruitment and Talent

A salesperson is best at recruiting a top salesperson

The goal of a sales strategy is to get the salesperson to commit

Choose a partner who is good at sales

How to Identify an Excellent Salesperson?

Top salespeople are diverse and sometimes misunderstood in recruitment situations. Identifying them requires careful attention. If you want successful salespeople on your team, there are a few things to keep in mind to avoid the biggest mistakes, such as hiring only people who resemble yourself. While it's nice to work with like-minded people, it doesn't necessarily guarantee successful sales.

Top salespeople come from a variety of personality types, which can generally be divided into three categories: dominant, inspiring, and expert. The most important thing is not identifying a person's personality type, but their behavior. Identifying sales obstacles is an important part of the recruitment process to achieve fast and cost-effective recruitment. Top salespeople share one important factor, which we can share with you. Contact us, and you'll hear this secret.

Service path

1. Free Consultation
2. Defining Selection Criteria
3. Headhunting Begins
4. Three Strongest Candidates to the Decision Stage
5. Follow-ups and Monitoring

Free Consultation

We'll discuss together FROM WHICH markets growth will be sought and WHEN.
We'll outline WHAT kind of capabilities are needed to accelerate growth.
What is the benefit of purchasing the service externally?

Kuvitus myyntiakatemian rekrytointiasiantuntijasta joka antaa vinkkejä rekrytointiin

2. Defining Selection Criteria

Once the direction and goals are clear, it's time to discuss WHAT KIND of candidate is desired for the position.

Supervisor's views
Clarification of selection criteria
Salary range
Additional information about the company

Kuvitus ritsasta ja hahmosta jotka symboloivat rekrytointiprosessin käynnistystä

Recruitment marketing starts

Usually, the best salespeople or individuals in sales positions are already employed. Therefore, marketing alone won't reach this group.

Myyntiakatemia's model includes:

1. A LinkedIn 1-to-1 messaging campaign utilizing our +17K salesperson network.

2. Conducting initial discussions on LinkedIn to assess motivation and criteria fulfillment.

3. Follow-up discussions by phone.

kuvitus laitteesta kädessä johon tulee viestejä potentiaalisilta rekrykandidaateilta

Three Strongest Candidates to the Decision Stage

Top salespeople move quickly, which is why you shouldn't fill your calendar with ten interviews
We bring the TOP 3 candidates to the decision stage, from which you can make your selections at your own pace

kuvitus hahmoista jotka symboloivat rekrytointihaastattelua myyntiakatemian kanssa

Follow-ups and Monitoring

We'll hold 30-minute follow-ups as needed
More importantly, however, is a weekly written report on the key figures of the collaboration and the progress of the process

kuvitus rekrytointien raportoinnista jossa myyntiakatemian asiantuntija sparraa asiakasta

How much do we charge for our recruitment service?

Pricing is based on the responsibilities of the person sought for the sales position.

Sales Director (CSO, Head of Sales, Head of Revops, or equivalent): €9,950, divided into five monthly payments of €1,990 per month.
Sales Manager (Sales Manager, Customer Success Manager, Sales Specialist, or equivalent): €6,950, divided into five monthly payments of €1,390 per month.
Sales Representative (SDR, BDR, MDR, Booker, or equivalent): €2,950, divided into five monthly payments of €590 per month.

For other sales and marketing positions, we tailor a separate offer. We also handle technical recruitments. Prices are exclusive of VAT.

+ The first installment is invoiced on the Monday following the recruitment decision. We offer a replacement recruitment at a 25% discount during the trial period.