From Job Description to Onboarding: Mastering the Sales Team Hiring Process

A successful hire can significantly impact your company’s growth and profitability. Unfortunately, many companies can take over a month to locate, interview, and hire new sales staff because of the pressure to find quality hires. 

The problem is that the time it takes to bring in new sales staff can hinder your sales team’s ability to do their job effectively and result in lost potential revenue for the business. And a flawed hiring process will cost you time and resources.

This is why it’s critical to streamline your hiring procedure to make it more effective and efficient.

Here are some essential things to remember when building a better hiring process.

Know What You Want

Hiring new salespeople involves a significant financial investment. With this in mind, you should first create a detailed and precise job description.

Your ideal description should include particulars about the job profile and the skills necessary for the position. In addition, include related keywords so that your job posting will appear in the relevant searches.

When crafting your job description, consult with the relevant department heads in formulating an appropriate description. Concentrate on the characteristics and qualities you seek in the prospective employee and your performance expectations.

Qualified candidates actively searching for a new sales position will be more likely to apply if the job description is detailed and easy to understand. However, if you don’t take the time to do it right at the beginning, you could wind up spending a significant amount of time vetting a pool of poorly-matched applicants.

Check that the job description includes what expectations and relevant skills you desire for the role.

Optimize Your Screening Process

Designing a complex round-by-round interview process only sometimes results in the best hiring. Instead, it can bury you in extra work while, at the same time, wearing the candidate out. However, if you plan your hiring process carefully, you can complete more work in less time and swiftly fill your open positions with successful salespeople. 

Phone screening is often an effective tool for determining if an applicant satisfies your fundamental requirements. You can use this screening to confirm the details listed on the resume, tell them about the position, learn about their expectations regarding compensation, and fill in any information gaps that may have come up. It’s also a great opportunity to “sell” the candidate on the opportunity and get them excited enough to continue the process. 

Moving forward, schedule the one-on-one interviews. Try to schedule up to three in one day. Write out your questions ahead of time and have all your notes prepared in advance. This gives the interviewee a good impression of the company and allows her to be more prepared. You can even share these questions with the applicants so they are better prepared. 

Following this, you can move on to a skills test and schedule an interview with executive-level decision-makers, if applicable.

Make Things Easier for Everyone

Leverage technology that makes organizing meetings, sending reminders, and scheduling candidate interviews simple. You can do this with any number of applicant tracking systems available commercially. Make the data shareable with other hiring team members, so everyone is on the same page.

Consider whether the platform (online or otherwise) the applicant is using to apply for the position is user-friendly and simple to use. Ask yourself if the details you request are necessary for a good interview. Make most of your questions that may not be answered by looking at their resume.

You can also make it easier for the applicant to find the posted sales position, to begin with. Choose a few well-known and related job sites to publish the advertisement on, use social media, and take advantage of professional forums like LinkedIn.

Evaluating the Candidate

Confirm prior employment experience and perform background checks when needed. Verbal and numerical reasoning tests can be helpful, as can tests on logical reasoning. It’s best to ensure that professionals conduct these for the most accurate results. 

Tests and background checks aside, consider the value a candidate will bring to the company and the technical qualifications needed for the position when hiring. Consider the candidate’s attitude and mindset to find a sales team member that will serve your company the best.

Specific Steps Companies Can Take to Streamline Hiring

You can simplify hiring and build a positive candidate experience by streamlining your process and respecting everyone’s time. Here are the specific steps to take:

1. Recruitment – Go to where the candidates are. Check LinkedIn and social media, or use the talents of a professional sales recruitment agency.
2. Screening – Choose the applicants you wish to spend time interviewing. Not every applicant who performs well during the screening process will be hireable.
3. Interviews – The goal of the interview is to learn more about the applicant and decide if they are a good fit. The typical difficulties at this stage include first-impression bias, poor communication, failure to prepare targeted questions, and ineffective use of technology.
4. Hiring – According to research, the time it takes to make a job offer after an interview is more than a month, which can, unfortunately, lower acceptance rates by 16%. Look to reduce the time it takes to hire new sales staff to stay competitive.
5. Onboarding – Onboarding gives new employees their first authentic taste of a typical day at your company. Successful onboarding boosts worker satisfaction, engagement, and retention.

Finding Top Talent with Rainmakers

The process of hiring top-tier salespeople should be a manageable burden. But, at the same time, successful hiring will greatly impact your business’s culture and success. 

This is where you should consider the help of a professional sales recruitment firm for your hiring needs. An experienced sales recruiting agency such as Rainmakers can help guide your company to further growth and profit by finding and matching the very best sales candidates with your company. 

Ready to start building your dream sales team? Create a free account with Rainmakers and start browsing candidates!

Avoiding Hiring Mistakes: What to Look for in Sales Candidates

What should you look for when recruiting sales professionals? What qualities should they possess? How can you tell if a potential hire will succeed or if they are just good at doing interviews?

There are several time-tested traits you should keep an eye open for. By selecting sales reps with these qualities, your business will be more profitable and more likely to succeed. Consider reviewing these traits among your current sales staff to see who might need some coaching. 

Consider the following candidate traits and skills:

They Understand the Importance of Following Up

Effective follow-up is one of the abilities that separates the all-stars from mediocre sellers. 

Deals are closed through follow-up, so if a candidate understands this as early as the hiring process, you can be more assured that they will be effective at following up with clients and sales. 

As essential as conducting follow-ups is, how they do so is also an important indicator of success. Avoid candidates who give off a strong sense of desperation and argumentativeness. 

A Thick Skin

A strong sales close consists of three components: asking early, asking frequently, and accepting the answer “No.” Unfortunately, some salespeople become agitated when a customer rejects them—some end a call with an abrupt hang-up or by taking on a hostile tone.

A good salesperson understands that they may need to move more quickly or that the customer has legitimate reasons for hesitation. They know how to get past a “no” and how to ask, “What’s the process we need to go through to get you ready to buy?”

Or, an insightful salesperson knows when it’s time to move on and not let it threaten their ego or sense of self-worth. In any of the above cases, the best salespeople also know when not to burn any bridges with poor responses to rejection.

They’re Proactive and Ambitious

Top performers are inspired by an intense drive to succeed. As a result, they react favorably to competition, which you can leverage using friendly sales contests, and take great satisfaction in closing deals. 

While some individuals may find the sales process tiring, a top-notch sales representative will feel invigorated by the challenge and always be on the lookout for the next big sale. 

Accepts Feedback Well

This can be tricky. Everyone says they’re open to feedback—and some will actively seek constructive criticism—but many push back or ignore feedback. Unfortunately, this means problems with performance or teamwork may end up continuing. 

What’s worse is that it can be challenging to identify those who are serious about accepting and taking advantage of feedback. If possible, look for instances where the candidate can demonstrate integrating feedback into improving performance. 

Solid Communication

An effective salesperson needs excellent communication skills. They need to talk a good game, have empathy, be good listeners, and have solid writing skills—particularly when composing emails. 

When communicating with prospective hires, listen to how they speak. For example, are there many pauses, mumbled words, or confusing phrases used? Likewise, are their email communications clear and free of typos or poor grammar?

All of this counts. Your salesperson is a representative of your company, and the first impression many customers have with your company is through your representatives’ phone calls and emails. 

A Positive Attitude

Much of a salesperson’s time is spent interacting with several different types of people—not just prospects but coworkers, management, customer support, and others. They must therefore exude a positive attitude that uplifts anyone with whom they come into contact.

In addition, the candidate should be open to new experiences, accepting of others, and genuinely interested in developing relationships. This can be tricky to determine during an interview, but try to understand the candidate’s energy level at work.

What Are Some of the Biggest Red Flags To Look Out For?

There are a few negative traits you may want to watch when conducting interviews. In addition, certain warning signs can inform you what candidates will likely not be a good fit for your company. 

1. They lack professionalism – This should be pretty easy to spot. A professional candidate speaks well, dresses well, and conducts themselves like they are trying to make a good impression.
2. They are risk-averse – Candidates who take a long time to come to a decision—particularly a big decision—may have similar problems going after big-ticket customers. You want a salesperson who is willing to take some risks.
3. They seem to have little self-awareness – Asking candidates about their biggest strengths or weakness are valid interview questions. However, candidates who take too long to come up with an answer or a weak response may have some blind spots when it comes to how well they can perform or suffer from a lack of honesty about themselves.
4. They don’t have a growth mindset – Ask the candidate when was the last time they learned a new skill or did something to improve their performance. Salespeople who don’t look for ways to change or advance themselves do not do well in long-term sales positions.
5. They confuse confidence with arrogance – Be mindful of whether a potential sales hire seems too confident. It can be subtle, but some people turn confidence into a sense of arrogance, making them more challenging to coach. They can also be less receptive to feedback.

Common Mistakes Made During the Recruitment Process

You need a solid hiring procedure with checks and balances in place if you want to recruit well. Here are some common mistakes to avoid. 

• Writing unclear job descriptions – A job description should tell the prospective salesperson what the job is like, what you’re looking for, and what qualities and experience are desired.
• Running a disorganized interview – It’s essential to prepare for each interview. Have your list of questions ready. Ensure the person you’re meeting with matches up with the resume in front of you. Be prepared to answer the most likely questions the candidate will have.
• Hiring based solely on a resume – A resume is just a summary of where the candidate worked and what they did there. While a resume might list the skills and attributes you’re looking for, that’s no guarantee that the job candidate actually possesses them. Take time to ask detailed questions and learn about the person behind the resume. 
• Poor time management – If you have several interviews scheduled that day, ensure you’re leaving enough time in each interview to get to know the candidate and let them get to know you and your company. Avoid situations where there is not enough time to ask all the important questions.
• Taking too long to make a decision – The best sales candidates are only on the market for a short amount of time. Additionally, every day that sales position is unfilled, the company is losing out on significant potential revenue. Make sure you set up a process, stick to it, and move quickly when you have a candidate that checks all the boxes. 

Sales Recruiting with Rainmakers

How well a firm thrives depends on how skilled the salespeople are. To build your business, consider talking with an expert tech sales recruiting firm like Rainmakers. To learn more about how we can assist, create an account!

A Guide To Finding The Best Sales Talent

Right now, tech sales professionals are in high demand. As a result, better sales professionals are getting calls daily from recruiters and businesses. To get the best tech sales professionals for your company, you must apply your recruiting process correctly. 

Here are some practical hiring tips to help you land the best of the best.

Be Effective In Selling the Position

When contacting a potential sales representative, try to make your message personal. Experienced professionals will recognize generic templates and will be less likely to reply. 

Include details about the corporate culture and any unique benefits you offer. Remember that people often change jobs because of toxic workplaces and poor management. Highlight your company’s strengths in positive workplace culture and supportive management. 

You can include salary information, but remember that you need to offer competitive rates as talented sales staff are likely already well compensated. 

Clearly Define the Position Offered

Be forthright about the qualities you seek in a tech sales professional, and highlight any essential qualifications. Start by outlining the knowledge, abilities, and character attributes required for the position. This is not only for the prospective employee but also for the hiring manager. 

This allows you and your potential recruit to be on the same page about what the position requires and what will be expected.

Defining the position more clearly will also make keyword searches for candidates easier if you’re looking for candidates on sales databases or LinkedIn. For example, If you’re looking for those with experience in hardware, communication, or SaaS technology, use those terms when searching. That will help you find the right candidates to approach.

Keep An Eye Open For Quality Traits

Talented technology salespeople require unique skills to sell more difficult products and services. Therefore, look for these key attributes when reviewing candidates.

Proactive Sales Mentality

Look for candidates who have proven to be self-starters and highly motivated. This will give them an advantage in prospecting, cold calling, pitching, and selling your products or services. 

Proactive salespeople tend to find making new sales exhilarating. As a result, they are more likely to go for closing big deals and then quickly move on to the next one. 

Persuasiveness

Look for persuasion and conversational sales reps. Even though your products or services may be complicated, a talented sales rep must be enthusiastic and be able to transmit that enthusiasm to the customer. They should also be well-informed about what you’re selling and prepared to respond to any questions or hesitation from the customer without coming on too hard. 

Flexible Thinking

Complex modern technologies and solutions require a comprehensive knowledge of the industry and an ability to find creative solutions to customer issues. You don’t want salespeople who get stuck thinking or doing things only one way. 

Look for salespeople who can address challenges from several angles and be able to accommodate or change their approach as needed. When holding mock sales sessions, look for sales professionals willing to ask questions and work with the client to solve their problems.

Making the Best Offer

Many salespeople in tech earn well into the six figures annually, with a base income between $40,000 and $100,000 plus and incentives and commissions from hundreds to thousands of dollars. If you can’t pay competitively, your candidate will go elsewhere. Consider consulting a compensation consultant or salary guide to see what competitive pay is in your area and industry.

Also, consider what other incentives you can offer to help draw a potential star candidate further into the hiring stage. These days, flexible schedules, remote work, and sign-on bonuses are popular with employees. 

Don’t Wait

When you get a response from an ideal candidate, act quickly.

From opening interviews to making the official job offer, you’ll want the process to be smooth, efficient, and with little delay. So stay in touch with your candidates during the entire hiring period and keep them informed on the timeframe for recruiting decisions. Remember, they probably have other options and recruiters reaching out to them. So the sooner you can make an offer, the better.

Common Hiring Mistakes and How to Avoid Them

Sometimes, businesses get so focused on selling their products and services that they don’t spend an appropriate amount of effort finding the right salespeople. Here are some mistakes some businesses make and how they can be avoided.

Failure To Plan

When hiring a sales rep, skipping the planning stage can frequently lead to problems. 

Plan out every step of the hiring process, from promoting sales positions to selecting and interviewing prospects, hiring top talent, onboarding, and considering how long it will take to train and prepare new sales hires for the workplace.

Hiring Sales Reps Who Frequently Change Jobs 

At first glance, someone with a varied job history may seem appealing due to extensive experience working for various businesses and industries. 

The truth is that people who switch employers frequently may have a poor aptitude to work as a tech sales rep. In addition, job-hopping can indicate they need help sticking with one employer for an extended period or have trouble working with sales teams and customers.

Not Taking Advantage Of a First Phone Call

Conventionally, hiring managers prefer to meet with candidates in person. Doing so, however, misses an excellent candidate review opportunity.

Tech sales representatives frequently speak with prospects and customers via phone. For that reason, you want to be sure they have good phone skills. By making your first contact with a potential sales rep by phone, you’re in a great position to evaluate how they might come across to clients. 

This first call also gives you a chance to get the candidate excited about the opportunity. This will make them that much more interested in moving their schedule around to accommodate the rest of the interview process. 

Having a Chaotic Onboarding Process

You want new tech sales representatives to hit the ground running. Unfortunately, many businesses have an onboarding process that has either slowly become bloated over the years or needs more clarity in organization and communication. 

Review your current onboarding process for new employees and ensure it’s up to date, lists responsibilities clearly, notes the chain of communication, and how the sales team functions. The less confusion at the start, the more likely you will retain your new tech sales rep.

Working With Rainmakers

A talented tech sales representative is essential to how well a business succeeds. Consider consulting with an experienced tech sales recruiting agency to help advance your business.

Connect with Rainmakers today and start finding top sales talent.

Finding The Best Sales Recruiters

Job searches are many things. Among them, they are tedious, frustrating, complicated, and lengthy. This applies not only to job seekers but recruiters as well. According to the job review website Glassdoor, each corporate job attracts an average of 250 applicants for one opening.

That’s a lot of resumes to go through.

If you’re a business looking for qualified tech sales personnel, it behooves you to find that perfect recruit in as little time as possible so they can begin earning. But, simultaneously, you want to feel confident you’re hiring the best person for the position. We are in the sales recruiting business and know the best of the best.

Here is our list of the 10 Best Sales Recruiters in the US.

The Best Sales Recruiters in the US

1) Rainmakers

The leading tech recruiting platform hiring tech and SaaS salespeople.  Rainmakers brings data into sales hiring and utilizes the latest sourcing technology to help companies build their sales teams efficiently. Hire qualified and diverse salespeople through a quick and scalable platform. They offer both self-service and managed solutions. Operates US-wide.

Learn more: rainmakers.co

2) Hirewell

Hirewell is a Chicago-based talent solutions provider.  They have over 200 recruiters globally, focusing on sales (15+ sales recruiters).  They work with hundreds of companies across the US, ranging from early-stage tech companies to enterprise tech organizations. Hirewell helps companies hire one-off sales executives and build out teams of SDRs, AEs, and GTM teams. Hirewell also partners with companies for their sales hiring efforts through its OnDemand Recruiting offering, where it embeds a Hirewell recruiter into its recruiting function.

Learn more: hirewell.com

3) The Collective Search 

Boutique agency specializing in sales hires for venture-backed SaaS/tech companies. They are known for their incredibly personal, meticulous, caring approach to each placement, emphasizing personality/culture fit. Strong, loyal community of sales professionals who care about thriving and succeeding. Started in SF and now have a presence on both coasts.

4) True Search

A diversified recruiting agency with a focus on working with venture-backed tech companies. They have a broad focus across many disciplines, including sales, technology, and finance. 

5) Betts Recruiting

Betts recruiting focuses on sales, marketing, and executive hires for Venture Backed startups and technology companies

6) CloserIQ

The firm is HQ’d in New York and has a strong presence with East Coast employers. They specialize in Sales, Technology, and Executive Search.

7) HuntClub

An executive search firm with a strong focus on Go-To-Market leadership

8) RJR Partners

A traditional executive search and recruiting firm with experience in sales, marketing, and product, among others. 

What Is a Tech Sales Recruiter?

A sales recruiter is a specialist who works with businesses to find the best candidates for sales positions of all levels, from Sales Development Representatives (SDR) and Account Executives (AE) to Sales Managers and VPs of Sales. To match job seekers with the appropriate opportunities, they work with applicants to determine their skills, experience, and goals.

Tech sales recruiters specifically aim to help salespeople with experience or interest in technically-oriented businesses—whether they be focused on hardware, software, cybersecurity, SaaS, PaaS, IaaS, telecom, or more—find the best opportunities by introducing them to jobs and organizations they may not have been aware of.

They accomplish this by leveraging excellent communication and networking skills, industry knowledge, and the ability to match job seekers with hiring managers.

How To Find a Recruiter for Your Business

Finding a sales recruiter isn’t as difficult as one might imagine. Here are the key points to keep in mind.

Industry-Specific or General?

If you’re looking for a sales position that doesn’t require much-specialized knowledge, you can go with a recruiter that works with all sorts of applicants. This can be advantageous because it gives you a larger pool of potential applicants. The downside is that you may get more misses than hits if your company focuses on specialized knowledge, such as tech.

If you choose a recruiter, such as Rainmakers, specializing in tech-related positions, you’re more likely to get promising candidates right from the start.

Long Term or Short Term?

Generally, there are two types of recruiters—staffing agencies and permanent placement recruiters.

Staffing agencies hire for temporary or temp-to-perm hourly positions and then contract them to employers, collecting a percentage of the hourly fee as a markup.

Permanent placement recruiters focus on long-term hiring opportunities. The recruitment agency finds, evaluates, and represents talent, while the hiring manager hires the prospect as a full-time employee.

Researching Recruiters Online

You can find many professional sales recruiters in various areas. Two top places to start would be Google and, perhaps better, LinkedIn. Start with some keyword searches that apply to your business or the specific sales position you intend to fill. Some examples might include:

• “Sales recruitment”
• “Talent acquisition”
• “Headhunter sales tech”
• “Sales executive recruitment”
• “SDR hiring”
• “Account Executive/AE tech hiring”

Word of Mouth

One of the best and most reliable ways to find a trustworthy recruiter is to contact your professional network. If the hiring manager of a business in the same industry as yours reports success using a particular recruitment platform, it’s a good bet you may as well.

The Top Recruitment Markets

You’ll want a recruitment agency with knowledge and access to candidates in the top tech sales markets in the country. Ensure your recruiter knows where to find potential salespeople in major U.S. cities like San Francisco, Austin, Chicago, New York City, Denver, Phoenix, Los Angeles, and Raleigh.

What Are the Best Recruiting Tips For Tech Companies?

Hiring the best tech salespeople is not easy. However, top performers are in high demand, and working in the tech industry can be particularly challenging. Here are some tips that should better your chances of locating and hiring the right people for your business.

Clearly Define the Position

Be straightforward about the qualities you’re looking for in a sales professional before you start recruiting them. Similarly, have clear job descriptions available either as part of a hiring pitch or easily located online.

Lay out the knowledge, abilities, and other attributes required for the hire to succeed. When these are in place, it will be simpler to evaluate each candidate.

Use a Personal Approach

When reaching out to a potential hire, address them by name and avoid any appearance of their name being inserted into a form. While talking about compensation is important, don’t forget to speak about company culture and the unique benefits of working for your company.

Many leave their positions due to poor compensation and a hostile company atmosphere. Put the candidate’s worry to rest by selling them the benefits of hiring with you.

Don’t Make Them Wait

It’s become almost a bad joke—the amount of time and number of hoops candidates have to jump through to go from initial interview to final hire.

That won’t work for tech sales positions that are in high demand. You want to streamline the process or, at least, ensure the candidate knows where they are in the hiring process and the expected timeline. Tech sales candidates are likely considering several offers. You don’t want to draw the process out so long that you lose a potentially great new hire to another company because you didn’t move fast enough.

An experienced recruiting agency like Rainmakers can help make the hiring process quicker, so this is less likely.

Make the Right Offer

Many tech salespeople start with a basic salary between $40,000 and $92,000, with incentives and commissions ranging from hundreds to thousands of dollars, with many earning over $100,000 annually. If you can’t give competitive pay, your candidate will go elsewhere.

Also, consider additional incentives or benefits during the offer stage to help close the deal. You may even want to consider a sign-on bonus.

Should I Connect With Recruiters On LinkedIn?

The short answer? Absolutely.

There are several reasons why looking for recruiters on LinkedIn is a good idea.

LinkedIn is the largest platform for professionals of all types worldwide. As a result, it’s often the first place companies list open positions and where hiring managers begin looking for potential candidates. Likewise, it’s where many sales professionals post their availability or interest in looking for a sales position.

Because LinkedIn is so large, it can be daunting to look for candidates individually, no matter how narrow you make your keyword searches. By looking for a professional recruiting agency on LinkedIn, you can find the right agency for your business to help you in your search.

Sales Recruitment Solutions At Rainmakers

Rainmakers accepts only quality applicants, so you can be confident that you’re interviewing the top sales talent around. In addition, when we look at potential candidates, you can see all their sales stats, such as performance, what they’ve sold, and who they’ve sold to. This allows you to save valuable time by quickly identifying candidates with the skills, experience, and fit you’re looking for.

Contact us today to learn more about how we can help fill your tech sales needs.

Salespeople get a negative reputation for “only caring about money.”  I am sure that most of you have heard this and many probably believe it.  In fact, this doesn’t seem like a controversial statement at all.

Let’s look at the data and see if this is true

As a reminder, Rainmakers is the leading software and community for hiring SaaS sales professionals like Account Executives and Sales Development Reps.  We have collected data from thousands of candidates working across thousands of companies in tech.

Entry-level Account Executives and Sales Development Reps

When we look at salespeople earlier in their sales career, like SDR’s and Junior AE’s, we do see a demand for higher salaries.  On average salespeople with a base salary from $40k-$70k are looking for a pay increase of ~$15K in their next role.  While this may seem like a lot, these are generally people that are earlier in their career and hungrier. They likely don’t have a lot of savings and are looking to level up in their careers.  Many of these folks are looking to be promoted from an SDR to an AE, which also naturally comes with a pay increase.  On the hiring side, this is why it can be challenging to hire “experienced SDR’s” with only a small increase in comp.  These salespeople are looking to take their career to the next level. (Side note- if you do need to hire experienced SDR’s, message me as Rainmakers has helped a lot of companies here).

Mid-level reps

Looking at salespeople in the $70k-$80k base range, they are looking for an ~$8k pay bump.  These are still reps earlier in their career and they are looking to continue to move up.

However, once we get beyond that comp level, things start to change.  When we look at reps with a $80k-$140k base, these reps are only looking for on average a ~$3k bump.  This is pretty insignificant at these levels – only a 3% or less increase in base. 

Enterprise salespeople

And let’s take a look at reps at the next level.  Reps making +$140k are actually open to DECREASES in base and this decrease increases as their base increases.  So these are the top, highest paid reps and they “don’t care about money?”

When we actually look into the data, we will see that salespeople don’t only care about money.  When salespeople are younger and earlier in their career, building their life, learning, of course they want to get promoted and earn more.  And the ones that continue to progress deserve that too, as they are generating significant value for their companies.  *Remember that salespeople are what is driving the majority of revenue at most SaaS companies.* Most people in all industries, earlier in their career would be looking to make more money. This is not something unique to salespeople.

But once salespeople get to a mid-level and higher, money becomes significantly less important.  These people may be looking for a small bump, of course people like to feel wanted and appreciated.  But really other factors are more important than just the cash.  Experienced salespeople are not looking to change jobs just to make $3k more. 

Once salespeople are at the higher levels of comp, salespeople are legitimately open to make less money.   Why would they want to switch jobs and make the same or less money?  

Changing the narrative

Let’s change the narrative and start spreading the truth about salespeople. Salespeople aren’t just hired guns that only care about money. Salespeople care about product, culture, team, growth, and much more.  They want to find where they and their skills fit best and where they can contribute strongly to their teams and companies.