Pursuit

Hiring sales is different from hiring any other position. Why? Recruiting shifts when you have to vet out the soft skills required for sales, rather than matching resumes with open positions. Hard skills are easier to find as they are 'measurable' and soft skills are not; a lot more strategy, preparation, and intentionality are required to seek out the soft skills needed for sales roles. We have placed numerous candidates that weren't a fit on paper but were a strong fit for the actual role. A resume never tells the whole story.

2025 Office Space for 35 people available in Deep Ellum?? If you are looking for a high-energy atmosphere to motivate your team next year - we are leasing a portion of our office! Based in the old Common Desk space, it is fully furnished and move-in ready. - 1-year lease - $325-$350 per person - Teams of 5-35 people - Free street parking - 10+ Conference rooms - Callboxes - Wi-fi - Coffee - Work alongside an energetic team If this sounds like a fit for your team, reach out to Carter at [email protected]. Lease will be finalized within the next month.

Be wary of the 'Easy Apply' button?? There are a ton of candidates on the market right now, making it harder to stand out amongst a mass of resumes and applications. You want your application and messaging to be impactful and speak directly to why you're the BEST fit for the role you're applying for. Unless your LinkedIn profile is already specifically tailored for that role, it might make more sense to reach out and apply directly to give yourself a better shot at landing the role.

?? Is Your Interview Process Holding You Back from Hiring Top Talent? ?? In today's competitive job market, time is one of the most valuable resources—both for you and your candidates. My next few posts this week will dive deeper into this topic, but here's the harsh truth: an inefficient interview process can cripple your ability to hire the best people. Why it matters: Lost talent: A-player candidates have options. If your process takes too long or lacks clarity, top candidates will get frustrated and move on. Diminished candidate experience: The interview is your first real interaction with a potential future team member. A confusing or disorganized process sends the message that your company lacks structure. Inefficient decisions: Long, drawn-out processes often lead to indecision and missed opportunities to hire quickly and decisively. What you can do: Streamline the process: Reduce unnecessary steps and make sure each interview is purposeful. Set expectations early: Let candidates know what the process looks like and how long it will take. Embrace collaboration: Ensure all stakeholders are aligned and involved early to avoid delays down the line. Focus on what matters: Ask the right questions to assess skills, fit, and potential—without overcomplicating things. Your interview process is a reflection of your company culture. If it's clunky, confusing, or drawn-out, you're sending the wrong message to top talent. ?? Remember: A smooth, efficient interview process = a great candidate experience = better hires. Period. If you're struggling to optimize your hiring process, let’s connect! I’d love to share strategies that can help you streamline and get results faster. #Hiring #TalentAcquisition #CandidateExperience #RecruitmentStrategy #InterviewProcess #HiringTips #Leadership #HR

Get specific on your LinkedIn profile! Especially when it comes to marketing roles, the necessary skills can vary vastly from role to role. So getting really specific on your profile helps recruiters and hiring managers know upfront if you'd be a good fit for the role. For example: If you're a content marketer, don't just say 'content marketing'. Is it internal communications or social media? Email marketing or video production? If you do startup marketing, were you the first marketing hire for the company? Did you build out the marketing function or a marketing team from the ground up? Adding specifics to your LinkedIn profile helps recruiters and hiring managers know how your experience translates to what they are looking for.

More often than not, managers make LESS than individual contributors in sales organizations. An IC role and a managerial role require much different personalities. While many industries promote climbing the ladder as a way to advance your career, individual contributors in sales have the opportunity to see success at every stage. To hear Kyle Jager share more on the differences in IC vs managerial roles, listen to our full episode: https://hubs.la/Q02XMCxN0

Busyness ≠ productivity. Especially in sales, focusing on tasks that will move the needle rather than a list of to-dos is essential to a successful career. In our latest podcast episode, Kyle Jager talks about how specifics on to build a high-performing sales team. He shares his insights on how he sees sales teams missing by coaching reps to just be busy rather than actually productive. If you want to learn how to build a more productive sales team, listen to the full episode here?? https://hubs.ly/Q02Xhs8p0

Key topics to talk about when interviewing for a marketing position?? - Listen to what their marketing needs actually are, and speak specifically to how your experience can meet those needs - Bring a portfolio to the interview, and come with ideas of how you can add value to the company - Create rapport - Ask about any hesitations the interviewer has about hiring you - Tech knowledge(HubSpot, SalesForce, etc) - Show you're thinking ahead - speak to what you'll do when you get hired Ultimately, the hiring manager is going to want to know how your experience can translate and add value to their marketing department.

If you want to hire a 'jack of all trades' marketer, you are asking for: - Product Marketer - Content Strategist - Demand Gen - SEO Specialist - Email Marketer - PR Manager - Brand Manager - Copywriter - Graphic Designer - + more The reality of finding someone who will be great at all of these things is very slim. If you are only looking to hire ONE marketer for your company, you first need to narrow down what your top marketing needs are, and what lower-priority things you are willing to bend on. You can find someone who is good at those top needs with the ability to either learn or outsource the other needs.

Always CLOSE in your interview! The concept of 'closing' an interview isn't new for those in sales, but when it comes to other roles such as marketing, the idea of closing an interview is less common and something that can help you stand out against the competition. Even if you're in sales - how you close can make or break the interview. Learning how to sell yourself in an interview and close well is essential to winning the job. For tips on HOW to close an interview - read more here: https://hubs.la/Q02Vs-vz0