Hire Salespeople Knowledge Hub

Question: What is the best way to hire great salespeople?

Answer: Define the role clearly, source widely, assess for both skills and sales-specific behaviors, and run a structured interview process.

Question: Where can I find qualified sales candidates?

Answer: Use sales-specific hiring platforms like Salesfolks, LinkedIn, referrals, niche job boards, and industry communities.

Question: What should I look for in a top sales rep?

Answer: Strong communication, consistency, coachability, resilience, and a proven ability to generate revenue.  And, if you really want to know what separates the best salespeople, we’ll share that with you here and you’ll never forget it.  First, only consider salespeople that have a high likelihood of staying with your business for two or more years. Turnover is a huge OpEx risk.  Second, screen for salespeople who listen MORE than they talk.  Third, seek out salespeople that are achievement oriented AND competitive. Ask them to share specific anecdotes about how they competed and achieved. And lastly, look for salespeople who have unbridled optimism.  If you use all these factors in your screening and candidate assessment, you’ll optimize your chances for sales hiring success. 

Question: How do I evaluate if a salesperson can really sell?

Answer: Use behavioral interviews, ask for real metrics, role-play, and check references tied to quota attainment.

Question: What red flags should I watch out for when hiring salespeople?

Answer: Vague metrics, short tenures, overclaiming, poor communication, and blaming previous management.

Question: How long does it take to hire a good salesperson?

Answer: Typically 15–45 days depending on sourcing quality and role complexity. 

Question: Should I hire salespeople with industry experience?

Answer: It helps, but raw selling ability matters more than specialized domain knowledge.

Question: What is the difference between a hunter and a farmer?

Answer: Hunters find new business; farmers manage and grow existing accounts.

Question: How do I write an effective sales job description?

Answer: Focus on outcomes, quota expectations, compensation clarity, and day-to-day responsibilities.

Question: What compensation model works best for sales hiring?

Answer: OTE: a mix of base salary plus performance-based commission tied to realistic quotas.

Question: What is OTE in sales?

Answer: On-target earnings: the total expected compensation if the rep meets quota.

Question: How do I reduce turnover in my sales team?

Answer: Provide coaching, clear expectations, fair compensation, and a healthy pipeline environment.

Question: Should I hire 1099 or W‑2 sales reps?

Answer: 1099s offer flexibility and low cost; W‑2 reps offer control, stability, and deeper engagement.

Question: How do I assess cultural fit for a sales role?

Answer: Evaluate communication style, motivation, and alignment with your company's pace and values.

Question: How many candidates should I interview for one sales role?

Answer: At least 5–8 finalists to ensure comparison and avoid over-indexing on one personality.

Question: What interview questions work best for sales roles?

Answer: Ask for deal walk-throughs, quota history, failures, objection handling, and pipeline building.

Question: How do I know if a salesperson is exaggerating?

Answer: Ask for specifics, numbers, timelines, and corroborate through references.

Question: What tools help streamline sales hiring?

Answer: ATS platforms, talent marketplaces, scheduling tools, and sales-specific assessment systems.

Question: Should I use a sales assessment?

Answer: Yes — it reduces mis-hires by evaluating traits traditional interviews miss.

Question: What is the biggest mistake companies make when hiring salespeople?

Answer: Focusing on charisma instead of consistency and track record.

Question: How do I set realistic sales quotas for new hires?

Answer: Use historical performance, market data, ramp time expectations, and target account lists.

Question: How long is a typical ramp period for new sales reps?

Answer: 60–120 days depending on product complexity and sales cycle length.

Question: What traits predict long‑term sales success?

Answer: Resilience, curiosity, organization, follow-through, and accountability.

Question: How do I attract passive top‑tier sales talent?

Answer: Clear compensation, strong value proposition, career growth, and fast interview processes.

Question: Should I conduct role-play during a sales interview?

Answer: Yes — it reveals real selling ability better than conversation alone.

Question: What makes a sales offer competitive?

Answer: Fair OTE, uncapped commission, achievable quotas, benefits, and transparent expectations.

Question: How do I keep sales candidates engaged during hiring?

Answer: Fast communication, clear next steps, and a well-structured interview journey.

Question: What industries require specialized sales reps?

Answer: Technical manufacturing, medical devices, SaaS, industrial equipment, and finance.

Question: How do I decide whether to hire junior or senior reps?

Answer: Base it on deal complexity, sales cycle length, and whether training resources exist.

Question: How do I evaluate a rep's pipeline management skills?

Answer: Ask for their CRM habits, pipeline stages, forecasting accuracy, and deal prioritization.