How Long Does It Take to Hire a Salesperson?

Hiring a salesperson is a significant investment for any company, and the process of finding the right candidate involves several crucial steps. Rushing the process can lead to bad hires, while dragging your feet too long can leave your sales team under-resourced, costing you potential revenue. So, how long should it take to hire a salesperson? Generally, the hiring process should span no shorter than two weeks and no longer than two months. The timeline depends on the rigor you invest in making sure you choose the best fit for your team and your company’s needs.

In this article, we will walk through a comprehensive step-by-step approach to hiring a salesperson, breaking down the timeframes for each step and explaining the importance of doing the process right.

Step 1: Define the Role and Create the Job Description (1–3 Days)

Before even posting a job, you need to clearly define the role you’re hiring for. Understand the specifics of what you need in terms of skills, experience, personality, and the exact duties the candidate will take on. The more specific you are, the easier it will be to find the right fit.

Timeframe: 1–3 days

Actions:

Meet with key stakeholders (sales leadership, HR, and hiring managers) to discuss the role.

Write a detailed job description that covers the expectations for the role, required skills, and potential career growth.

A well-defined role ensures that you don’t waste time filtering through candidates who won’t be a good fit. It also helps prospective candidates understand what you’re looking for and why they should apply.

Step 2: Post the Job and Begin Sourcing Candidates (5–7 Days)

Now that you have a clear picture of the ideal candidate, it’s time to post the job and start sourcing candidates. Depending on your hiring strategy, this may involve posting to job boards, leveraging recruiting platforms like LinkedIn, or using a sales-specific recruitment service like Salesfolks (salesfolks.com). A professional recruiter who specializes in the art and science of sales hiring can help you source top-tier talent faster and more efficiently.

Timeframe: 5–7 days

Actions:

Post the job on relevant job boards and on your website.

Use LinkedIn, Salefolks, and other professional networks to source candidates actively.

If using an agency or recruitment service, provide them with a detailed briefing to help them understand the candidate profile.

Remember, top salespeople may already be employed, so leveraging your network and offering incentives for referrals can help speed up the process.

Step 3: Screen Resumes and Conduct Initial Interviews (5–7 Days)

Once you have a pool of candidates, it's time to screen their resumes and set up initial phone interviews. This step is essential for narrowing down your list and identifying individuals who meet your minimum qualifications. A phone interview helps evaluate communication skills and gives you a sense of personality and motivation.

Timeframe: 5–7 days

Actions:

Review resumes to identify strong candidates based on your defined criteria.

Conduct initial phone interviews to assess candidates’ communication skills, enthusiasm, and cultural fit.

Shortlist candidates who show promise and meet key qualifications.

If you are recruiting for a high-performing sales team, make sure to ask targeted questions about past performance metrics, sales strategies, and how they’ve approached problem-solving in previous roles.

Step 4: Administer a Pre-Hire Sales Assessment (3–5 Days)

A pre-hire sales assessment is an essential part of the hiring process, especially when you’re hiring for a sales role. It provides valuable insights into a candidate’s sales abilities, strategic thinking, and personality traits. Tools like SalesSage (salessage.co) or customized assessments can help you evaluate candidates beyond their resume and interview responses.

Timeframe: 3–5 days

Actions:

Provide candidates with a pre-hire sales assessment that tests for skills such as lead generation, closing techniques, and negotiation.

Review assessment results alongside interviews to gauge whether the candidate’s skills align with the role’s needs.

A well-constructed assessment can help predict how the candidate will perform in real-world sales scenarios and reduce the likelihood of a poor hire.

Step 5: In-Person or Virtual Interviews (5–7 Days)

Once you’ve screened the candidates and assessed their abilities, it’s time for in-depth interviews. These interviews should explore the candidate's experience, cultural fit, and overall alignment with your company’s values and sales strategy.

Timeframe: 5–7 days

Actions:

Conduct multiple rounds of interviews, with one round focused on cultural fit and the other on technical/role-specific competencies.

Include the hiring manager, sales leadership, and potentially members of the sales team for feedback.

Include a role-play or simulation of a typical sales interaction to assess the candidate's problem-solving, sales approach, and adaptability.

A well-executed interview process ensures you’re hiring someone who aligns with your team and company culture, not just the skills on their resume.

Step 6: Reference Checks and Background Verification (3–5 Days)

After the interview, if you are seriously considering a candidate, conduct thorough reference checks. Talking to previous managers or colleagues can provide deeper insights into the candidate’s work ethic, leadership qualities, and sales performance.

Timeframe: 3–5 days

Actions:

Contact the candidate’s references to validate their work experience, achievements, and character.

Consider performing background checks (especially for senior sales or leadership roles) to verify previous employment and any relevant professional certifications.

This step helps confirm the candidate’s qualifications and mitigates any risks associated with hiring someone with exaggerated claims.

Step 7: Make an Offer and Negotiate Terms (3–5 Days)

Once you’ve selected your candidate, it’s time to extend an offer. Be clear about the compensation package, including base salary, commissions, benefits, and any performance-based incentives. Depending on the candidate’s situation, there may be some negotiation involved before the offer is accepted.

Timeframe: 3–5 days

Actions:

Present a formal job offer and outline the compensation package.

Be prepared to negotiate on base salary, commission structure, and other benefits.

Allow the candidate time to review the offer and provide feedback.

A transparent, fair offer can help ensure the candidate feels valued and excited about joining your team.

Step 8: Onboarding and Training (1–2 Weeks)

The final step, once your new hire accepts the offer, is to get them up to speed with the company’s sales strategy, products, and tools. Proper onboarding is essential to ensure your salesperson can hit the ground running and integrate quickly into the team.

Timeframe: 1–2 weeks Actions:

Provide an onboarding schedule with training on company culture, processes, and sales methodologies.

Set expectations for performance and review initial targets.

Pair the new hire with a mentor or coach for additional support.

Effective onboarding ensures that the new hire feels prepared, confident, and set up for success.

Conclusion: A Sales Hiring Timeline of Two Weeks to Two Months

The entire process of hiring a salesperson can range from two weeks to two months, depending on your approach and the specifics of the role. To ensure that you make the right choice and avoid costly mis-hires, it’s essential to allocate enough time for each of the following steps:

Role Definition & Job Description (1–3 Days)

Sourcing Candidates (5–7 Days)

Screening & Interviews (5–7 Days)

Pre-Hire Sales Assessment (3–5 Days)

In-Person or Virtual Interviews (5–7 Days)

Reference Checks & Background Verification (3–5 Days)

Offer & Negotiation (3–5 Days)

Onboarding & Training (1–2 Weeks)

Each of these steps plays a crucial role in ensuring you not only hire the best salesperson for the role, but also set them up for success in your organization. Taking the time to execute these steps thoughtfully will increase your chances of finding a long-term, high-performing sales team member who can drive results for your business.