Guide to Hiring a VP of Sales

Ever thought about hiring a VP of Sales?

It’s one of those moves that can either skyrocket your company or bring everything to a screeching halt.

Let me tell you why this decision needs some serious thought.

First off, hiring a VP of Sales too early—or the wrong one—can be a recipe for disaster. Imagine pouring months of effort into building momentum, only to have it fizzle out because your new hire can’t deliver. It’s like trying to race to the top with a flat tire.

In the corporate world, there’s an unsettling trend: many first-time VPs of Sales don’t even last a year. And when they fail, it’s not just a little hiccup. It’s a major derailment. You lose time, energy, and worse, you can end up with a confused and demoralized team. This isn’t just a bad day at the office; it’s a full-blown crisis that can stunt your growth from “Initial Traction” to “Initial Scale.”

So, how do you avoid this pitfall?

You’ve got to understand what a VP of Sales is really supposed to do. Spoiler alert: it’s not just about closing deals. Sure, they should be in the trenches for those big, game-changing contracts, but their main job is to build and lead a sales team. Think of them as the coach of your dream team—they’re recruiting top talent, strategizing, and ensuring everyone is performing at their best.

But don’t get it twisted. If you’re expecting them to just jump in and start selling better than you, you’re setting yourself up for disappointment. You’re likely too big already for them to handle all sales on their own. They need to be scaling operations, not just hitting targets.

So, before you make that hire, ask yourself: Are you ready to support a growing sales team? Can you back their efforts with enough resources? If the answer’s no, you might not be ready for a VP of Sales just yet.

And remember, no matter how great your product is, a VP of Sales isn’t a magician. They can’t fix a lack of demand, but they can work wonders with a bit of traction. They’ll turn that trickle of leads into a steady stream of revenue if given the right tools and support.

In short, timing and clarity are everything. Make sure you’re hiring the right person at the right time, and for the right reasons. Get that right, and your VP of Sales won’t just help you sell—they’ll help you soar.

Are You Really Ready for a VP of Sales?

So, you’re thinking about bringing in a VP of Sales. It sounds like the next logical step, right? But hold on—before you start crafting that job offer, let’s pause and reflect on whether you’re truly ready for this move.

First off, are you prepared to let someone else take the reins of your sales strategy? It’s not just about delegating tasks; it’s about entrusting a crucial part of your business to someone who will shape the future of your sales team. This involves recruiting new hires and shaping the entire sales department. If that thought makes you hesitate, what’s holding you back?

Next, let’s talk about your sales tactics. Do you have the bandwidth to collaborate and dive deep into optimizing your revenue per lead? It’s not just a “set it and forget it” kind of thing. You’ll need to dedicate time and resources. If you’re not there yet, when will you be?

And here’s a big one—are you ready to trust someone to craft and close deals on their own? If not, what steps do you need to take to build that trust?

Lastly, ask yourself: do you have a great product and solid revenues? A VP of Sales won’t magically fix everything. You’ve got to be ready to scale, and sometimes that means reaching certain milestones first.

It’s a big decision, but getting it right can mean the difference between staying stuck and skyrocketing growth. Are you up for the challenge?

What to Look for in Your Next VP of Sales

First off, consider their experience in building a team. Have they successfully hired and managed at least a small group of sales reps? If they’ve done it with 2-3 reps, chances are they can scale it up. This is a crucial skill—it’s one thing to be a star salesperson, but leading and growing a team is a whole different ball game.

Next, think about your product’s price point. Have they sold at a similar level before? Selling a $3,000 product is worlds apart from selling one for $300,000. Make sure they’ve navigated your price range before—it’ll save a lot of headaches down the road.

Now, let’s talk about what’s less critical. Don’t get too hung up on domain expertise. Sure, it helps, but someone can pick up the specifics of your industry fairly quickly. What really matters is their ability to build and manage a team, and sell at your level.

Remember, no one is perfect at every aspect of sales. Your VP of Sales doesn’t have to be a jack-of-all-trades. What’s important is that they’re strong where it counts for your business.

Cheers to finding the right fit!

The Interview

When you're gearing up to hire a VP of Sales for your SaaS startup, it's crucial to ask the right questions during the interview to make sure you're bringing on someone who can truly lead and scale your sales efforts. But before you even reach that point, it's wise to start by hiring one or two sales reps and making them successful. This not only sets a foundation but also ensures that your startup is at a stage where a VP of Sales can genuinely make a difference.

Now, when you’re ready for that big hire, what should you ask? Here are some essential questions that can help you gauge whether the candidate is the real deal:

• How big of a sales team do we need right now?
• What deal sizes have you sold, and what was the range?
• Can you tell me about the teams you've built and managed?
• What sales tools have you used, and what’s worked or not?
• Who do you know that could join our sales team right now?
• How should sales and client success work together?
• Tell me about deals you’ve lost to competitors.
• How do you handle fear, uncertainty, and doubt in the marketplace?
• Do you work with sales engineers and support? How should they function in a startup?
• What will our revenues look like 120 days after you’re hired?
• How should sales and marketing collaborate at our current phase?

These questions are designed to create a dialogue, helping you to determine if the candidate is genuinely capable of being a VP of Sales, can lead and scale your team, and is a good fit for your company. If their answers don’t add up, it might be best to keep looking. Your VP of Sales should bring more sales wisdom to the table than you do, ensuring they can take your company to the next level.

Vetting Candidates

When you're hunting for a VP of Sales, it's crucial to recognize that not all candidates are created equal. Imagine this: you've got a passionate and smart person who can sell your product to anyone, anywhere, anytime. This "Evangelist" sounds perfect, right? Well, maybe not. Sure, they can chat up a storm and close deals, but if they’ve never built or scaled a sales team, they’re not what you need in the long run.

Your ideal hire is more than just a cheerleader for your product—they need to know how to grow your sales operations from the ground up. Think of "Mrs. Make-it-Repeatable"—she's your unicorn. She doesn’t just sell; she knows how to create a process that makes selling repeatable and scalable. She’s the kind of person who can take your company from $1 million in ARR to $10 million or more. If you find her, hold on tight because she’s rare and invaluable.

On the flip side, if your company is already hitting solid revenue milestones and you need to scale even further, look for "Mr. Go Big." He’s a little easier to find and knows how to take a well-funded SaaS company to the next level. He’ll help you hire the right people, set up the right processes, and keep everything on track.

But beware of "Mr. Dashboards." He might look good on paper, with his polished presentations and sleek suits, but if your company isn’t already a well-oiled machine, he might not be the right fit. He’s more about managing managers than getting down in the trenches and making sales happen.

Lastly, don’t forget to match your VP of Sales' experience with your specific needs. Are you selling big, enterprise-level deals, or are you in a fast-paced, high-volume sales environment? Do you rely on a steady influx of smaller deals, or are you chasing down a few big fish each quarter? The right candidate will not only understand your market but will also have a proven track record of navigating similar terrain. Book a free 30-minute demo with Alariss Global to gain professional guidance on selecting the right C, V, and D-level executives.