Hire Commission-Only High Ticket Closers

Looking to make a bold move in your sales strategy? Hiring commission-only high-ticket closers could be just what's needed - these experts are motivated and results-oriented, ready to increase your sales figures.

Commission-only high-ticket closers provide a powerful incentive: the harder they work, the greater their earnings will be. When combined with talent, this model can result in exponential company growth.

Before diving in headfirst, it's essential to determine if a commission-only sales structure will fit with your business goals and needs.

Can You Handle Commission-Only Sales Closers??

You can’t just "have" commission-only sales closers. They're people also, and, despite being commission only, there must be opportunities for them to make a salary. Therefore, before searching for commission-only high-ticket sales closers, consider the following to see if you qualify.

Do you sell something that has a premium price?

Top closers strive to maximize their earnings potential, so they naturally gravitate toward high-ticket items. Therefore, you should have a commission rate of at least $1,000 per sale if you want to compete in this market.?

Do you have a well-defined sales process?

Commission-only closers want to spend their time closing deals, not navigating an inefficient sales cycle. Ideally, your sales cycle should be under 7 days to keep them motivated and focused.

Is your commission structure attractive enough?

Consider what a top closer could realistically earn at your company. With an expected 7-day sales cycle and a $1,000 commission payout, this should generate at least an annual minimum income of around $52,000. This is ideal. If you can’t fulfill this, it may prove difficult to attract top talent.

Do you have a reliable lead generation system?

Top closers want to focus on what they do best – closing. Ensure that you can provide them with a consistent stream of pre-qualified leads. Aim to supply at least 15 weekly appointments to maximize their success and minimize turnover.

How to Hire Commission-Only High-Ticket Sales Closers

If you qualify for commission-only sales closers, here's how to hire the best:

1. Set Terms for Your Ideal Candidate

Before diving into all the resumes, take the time to establish a clear profile of your ideal candidate. Consider the following:

• Hard Skills: What specific sales experience is non-negotiable (e.g., proven track record in your industry, expertise in a particular sales methodology)?
• Soft Skills: Beyond technical knowledge, which personality traits align with your company culture? Look for adaptability, resilience, and a genuine passion for sales.
• Education & Certifications: Are specific degrees or industry certifications valuable for the role?

By defining these terms, you'll create a filter to streamline your search and avoid wasting time on unqualified candidates.

1. Write a Great Job Ad

Your job listing is an integral marketing tool, so getting it just right is essential. One key to attracting top talent is being specific with your listing; by doing this, you'll filter out generic applicants and increase the number of highly qualified candidates.

• The Hook: Craft a job title that balances keywords ("SaaS", "Enterprise Sales") with a clear description of the role.
• Company Story: Highlight your company's unique selling points and mission. Why should top closers be excited to work for you?
• Benefits: Go beyond salary potential. Showcase competitive commission structures, perks, opportunities for growth, and any factors contributing to a positive work environment.
• Call-to-Action: Use strong action verbs and provide clear instructions on how to apply.

1. Pick the Right Candidates for Interviews

The U.S. Department of Labor estimates that the cost of a bad hire is around 30% of their first-year earning. But its effects can reach beyond this figure - damaging reputation, morale, and company culture.

That's why it's crucial to focus on applications showing these telltale signs of a motivated candidate:

• Thoughtful Cover Letter: Evidence of research and genuine interest in your company goes a long way.
• Targeted Resume: Demonstrates effort in tailoring skills and experience to your specific requirements.
• A Quick Call: Ideal for verifying experience, getting a feel for their personality, and gauging their communication ability.

1. Pay Special Attention to Candidates Who Reach Out Before the Interview

Proactive candidates signal dedication. While outreach can be a double-edged sword, consider the intent of their questions:

• Logistics & Preparation: Shows organization and commitment to making a strong impression.
• Sales Questions: Demonstrates interest in the company's strategy, market position, or specific challenges they might face.5. Ask Thoughtful Questions During Your Interviews

Remember, you’re hiring a person, not just a resume. Tailor your interview questions to reveal character and potential:

• Behavioral Questions: Use past situations to check their problem-solving ability, flexibility, and adaptability.
• Self-Awareness Question: Ask them to discuss their strengths and weaknesses, as well as how they could work (or perhaps not) with other people.
• Role-specific Questions: Create scenarios to test their knowledge of your sales procedure and how they would handle typical objections.6. Make Sure They Ask Thoughtful Questions as Well

Encourage candidates to ask questions. Their inquiries offer valuable insights:

• Company-Focused Questions: Reveals their level of research and genuine curiosity beyond what's readily available online.
• Challenge-Oriented Questions: Indicates an ability to anticipate obstacles and think proactively about solutions.
• Growth-Minded Questions: Shows ambition and a desire to align their personal development with your company's trajectory.7. Be Thorough and Transparent When Describing What You Need

Misaligned expectations lead to short-term hires. Provide a candid picture of the ?position:

• Realistic Workload: Be upfront about daily tasks, call volume expectations, and any administrative work involved.
• Potential Challenges: Discuss common objections, market conditions, or internal factors that might present hurdles.
• Commission Structure: Provide clear calculations, timelines for payouts, and any other relevant details.8. Follow Up with Promising Candidates Quickly

Top talent often has options. Show your enthusiasm and keep the momentum going by:

• Timely Feedback: Provide specific praise and clarify the next steps within a reasonable time frame.
• Stay Engaged: Offer additional resources or answer questions to keep them interested throughout the process.

Let Jayce Grayye Consulting & Recruiting Help

We understand finding top sales closers can be a nightmare of endless resumes and interviews. That's why Jayce Grayye Consulting & Recruiting exists. We specialize in finding and securing the driven sales closers who will boost your bottom line.

Our expertise and success-based model save you time, money, and the headache of mis-hires. We understand your company's unique needs, ensuring we find the perfect fit for your sales team. If you're ready to hire top sales closers, contact Jayce Grayye Consulting & Recruiting and let us do the heavy lifting.