I know this sounds tough, but it’s really not. It’s just a different process for SaaS recruiting. If you find it hard, remember it’s much harder to lose time, money and momentum with bad hires.
SaaS Recruiting Best Practices
Read, listen and watch SaaS recruiting best practices for founders and leaders of growing technology companies. Join SaaS co-founders and operators Justin and Anna Talerico for capital-efficient sales, marketing, customer success, culture and liquidity guidance.
Despite how cliche it is, I love to ask sales candidates to “sell me this pen” during the first interview. I can learn more about a candidate with this request than with any other question. As sales leaders, we need to consider increasing our situational questions like this one during interviews to help find the best candidates and avoid the wrong hires.
No matter what role I am interviewing for, and what I have already asked, I have one critical question that I ask everyone at the end of final round of interviews. When a candidate has made it through all the hoops and I think I am ready to make them an offer, I end the final interview with…
After our acquisition, one of my transitional responsibilities was to recruit my replacement. This is the story of replacing myself.
The first time I heard about Glassdoor was at one of our company happy hours, probably in 2012. Our Boston team was in town, and we took the entire company, then about 40-ish people in total, out for a private happy hour at a local bar. Looking back, this moment marked a loss of innocence for me.
This could also be titled, “Don’t make the same mistakes I made, because I sure screwed it up a lot.” Sales recruiting is getting harder and harder by the day—experienced, talented reps are few & far between and the skill level needed to make a B2B sale continues to increase.
I believe that good sales recruiting is a both art & science.