3 Things Top-Tier Sales Professionals Deeply Consider Before Joining Your Company

Sales Leaders & Hiring Authorities: Are You Telling a Good Campfire Story?

Hiring elite sales talent isn’t just about offering a competitive OTE or a promising market fit. The best Account Executives (AEs) scrutinize companies the same way they qualify enterprise deals—methodically, critically, and with one key question in mind:

“Will this be a place where I can thrive and consistently overachieve?”

If you want to attract top-tier sales professionals, you need to sell them on your company just as much as they need to sell you on their skills. This means crafting a compelling, authentic campfire story—a narrative that clearly conveys why your company is the best next step for an A-player’s career.

One of the biggest mistakes sales leaders make in hiring? They don’t involve their own sales reps in the interview process. You have a team of professionals who sell your company’s value every day—why aren’t they selling it to sales candidates?

Here’s what top Account Executives are evaluating before they sign on the dotted line:

1. They Want to See Reps Hitting (and Crushing) Quota

Sales leaders, this is often the go-or-no-go moment for an A-player in the interview process:

?? “What percentage of your sales team hit quota last year? And how many blew past accelerators?”

Top reps think like this: "I’ve been a consistent quota-crusher at multiple companies, across different markets. If this company has AEs making $400K+, I’m confident I can do the same.”

If more than 75% of your reps hit quota last year, and some went deep into accelerator territory, this should be one of the first things a candidate hears. Make it part of your company’s campfire story.

And most importantly, let one of your top-performing AEs tell it. Some companies involve AEs in the second interview, while others wait until the final stages—but either way, this step is critical. Let candidates hear firsthand from someone who’s already succeeding in the role.

But what if you can’t say that 75%+ hit quota? Maybe you’re new to the role, quotas were unrealistic, or the company had a tough year. That’s okay—just control the narrative. Instead of dodging the question, tell a transparent, compelling story about the growth trajectory and how you’re building a winning team.

2. They Want to Know Their Future Boss Has Built Sales Winners Before

Great reps don’t just join companies. They join leaders.

If you’ve built multiple teams of overachievers before, this should be front and center in your pitch. Did you take a team from $40M to $100M? Did you develop reps who consistently hit accelerators? Show them proof.

One powerful tactic: Send candidates the LinkedIn profiles of past reps you’ve managed who went on to thrive.

For example, you might say:

"When I took over at [Company A], I built a team that produced 5 of the top 10 highest-earning reps in the company. Here are some of their profiles—this is what I help my AEs achieve."

3. They Want Proof That the CEO is a Winner (That Truly Values Sales)

Top-tier AEs aren’t worried about whether they can close deals. They know they can.

What they’re really evaluating is who they’re putting their career (and financial future) in the hands of. That means scrutinizing the CEO, the board, and the overall leadership team.

?? Has the CEO built and sold successful companies before?

?? Do they attract strong investors and executive teams?

?? Do they actually believe in sales as the engine of the company?

If your CEO is a proven operator with IPOs, acquisitions, or big exits under their belt—talk about it.

Just as important: Does your CEO truly understand sales?

AEs look for signals like:

? The CEO has a sales background or speaks fluently about sales strategy

? They refer to the company as a ‘Sales Organization,’ not just a ‘Tech’ or ‘Product’ company

? They consistently invest in sales enablement, tools, and hiring

Sales leaders: If you work for a CEO who embodies these traits, shout it from the rooftops. If you don’t, frame your story around how the company is evolving its sales culture.

Final Thought: Are You Selling to Your Candidates Like You Sell to Your Customers?

The best reps don’t just take a job for a paycheck. They join companies where they can win.

If you want to land elite sales talent, you need a compelling campfire story—one that proves:

?? Your reps are making money and crushing quota

?? Your leadership has a track record of building top performers

?? Your CEO has a vision for success (and values sales as a growth engine)

And most importantly, let your own sales reps tell this story. After all, they’re the ones best equipped to sell candidates on the value of joining your team.

Are you making sure top talent hears your company’s best sales pitch? If not, it’s time to start.