How Rushing a Sales Hires Can Result in Setting $250,000 on Fire

Hiring is serious business. And when it comes to hiring salespeople, it’s even more critical. Salespeople are the face of your company, the ones turning potential leads into paying customers. But here’s the problem: in a rush to fill a vacancy, companies often fall into the trap of hiring quickly, based on gut feelings or a smooth-talking candidate. And before you know it, you’re down $250,000—or more—because you didn’t take the time to properly vet your new hire.

Yes, speed matters in business, but if there’s one place you don’t want to rush, it’s in hiring a salesperson. Making the wrong hire can have ripple effects, hitting your bottom line harder than you might think. Let’s break down why hasty hiring, especially in sales, can leave you hemorrhaging cash.

1. The Mirage of the 'Perfect' Candidate

Salespeople know how to sell themselves—after all, that’s literally their job. But the problem is that many hiring managers (and even sales and executive leadership) get dazzled by the handshakes, the confident spiel, and the over-the-top charisma. You might find yourself thinking, "Wow, they could sell anything to anybody!" But here’s the thing: charm can sometimes cover up for lack of actual skill.

Skipping a proper assessment is like buying a car based on how shiny the rims are without looking under the hood. Sure, they talk a good game, but can they deliver? Without a structured screening, assessment and intervew process, you're essentially hiring based on hope—and hope isn’t a strategy.

2. The Hidden Costs of a Bad Hire

Let’s talk numbers. The average bad hire costs a company approximately 30% of that employee’s annual salary. But in sales, the costs are even higher. Why? Because it’s not just about their salary—it’s about the deals they fail to close, the clients they alienate, and the time and money wasted in training them.

When you add up the loss in sales revenue, wasted onboarding, and the eventual need to replace the person, you’re looking at a hefty bill. In many cases, this can easily surpass $250,000 in total losses. It’s like hiring someone to drive your revenue bus, only to find out too late they don’t know how to drive stick.

3. Morale Takes a Hit

Sales teams run on momentum. Bring in someone who can’t pull their weight, and suddenly the whole team feels the strain. Not only are they now covering for the underperformer, but they’re also spending their time cleaning up their mess. The longer you keep a poor hire in place, the more it drags down the productivity and morale of your star performers. And let’s face it, nobody likes picking up the slack while someone else coasts. And, like it or not, many salespeople take months to figure out whether they will stay and perform (make quota).

4. When Gut Feelings Fail You

There’s a reason why “gut feeling” isn’t a hiring methodology taught in business schools. Sure, it might work occasionally, but more often than not, it’s a recipe for disaster. Hiring based on first impressions or “vibe” is risky—especially with salespeople who know how to charm their way into a job.

Instead of relying on intuition, you need data-driven insights. This means using screening, sales hiring assessment tools, and structured interviews to ensure you’re hiring someone who’s a fit for the role and the company. Because at the end of the day, good hiring decisions are built on more than just a firm handshake.

5. The Fix: Slow Down to Speed Up

The solution isn’t complicated: slow down. Take the time to evaluate candidates properly. Implement a robust hiring process that includes screening, assessments, and multiple rounds of interviews. The goal isn’t just to fill a position—it’s to find someone who will thrive and drive revenue, not drain it.

By investing in sales assessment, you’re ensuring that the person you hire has the right skills, attitude, and potential for success. It may take a little longer upfront, but it’ll save you massive headaches (and a quarter of a million dollars) down the road.

Final Thought: Your Wallet Will Thank You

Hiring in sales isn’t just about speed—it’s about accuracy. The cost of hiring too fast and without the right information can be devastating, both financially and in terms of team morale. So, the next time you’re feeling the pressure to fill a vacancy, remember: it’s better to wait for the right person than to rush and end up with a costly mistake.

In short, don’t be swayed by the flash and dazzle of a hand-wavey salesperson. Instead, invest in a thoughtful, data-driven process that will help you hire someone who can actually sell—rather than just selling themselves.