How a leading Fintech’s critical sales leadership role was hired.

Couple of years back, while on a flight back to Bangalore, I met an Executive Search Consultant, and we struck up a conversation immediately. We discussed various things like recruitment industry trends, how search is evolving, challenges, etc.

There was a topic that was close to our hearts, the “one” placement that we all remember and cherish. He mentioned about one, where he supported a leading Fintech company to hire their Sales Leader. This was a leading firm in cloud-based integrated payment solution provider who had been acquired and the new entity needed an experienced Sales Leader.

The Challenge

He mentioned that a private equity investment firm had taken over his client, promoting the growth of SaaS-enabled businesses. One of the main reasons for this acquisition was their belief in the potential of the Automation and B2B Payments markets. However, they were facing a severe challenge. Client’s Sales Engineering (SE) structure lacked an integral element: an experienced and skilled leader for its SE area. It was also critical to obtain a capable leader who would guide the team to sustain their growth on course in the coming years!?

Recruitment Solution

This PE Firm reached out to my co-passenger’s firm to search for a sales leader. The Agency personnel first met with the company’s HR team to better understand their current sales team’s issues and determine the Ideal Candidate Profile (ICP) for the position.

?Here’s what the agency derived after their consultation:

Client wanted a candidate who could ascend the entire SE performance in the FinTech area. Obtaining such a candidate would allow them to boost lead conversion rates. Similarly, the time that goes into sales cycles (from contacting prospects to follow-ups and deal closing) can also be reduced. It would also allow the SE team’s coaching required to close the deals effectively.

?As per him, this is how the recruitment agency addressed the concerns:?

1. They designed the ICP keeping the requirements in mind.?
2. Set up a detailed interview process that aligned with the company ICP.
3. Analyzed the leadership skills along with Industry-Product knowledge of the suitable candidate.?
4. Assisted the Client’s HR team and the candidate in the hiring process.?

The Outcome

The agency’s experience in Sales Recruitment allowed them to tackle the vital hiring requirements of the client. In 10 days, the agency could produce a list of 8 potential candidates. Within the next six weeks, the HR hired a Vice President for its Sales Engineering team that checked all the boxes of the client’s requirements. It ensured that their growth streak continued.

Key Takeaways

As a Sales Leadership talent consultant, here are my top 5 takeaways from this real-life case study:

1. Hiring Sales Leaders requires an in-depth assessment of company performance and their short and long-term business objectives.
2. Data-driven assessment of their current Sales Team, including a SWOT analysis.
3. Well-defined expectations charted for this Sales Leader role, including team growth, lead conversions, and revenue generation.
4. Avoid resorting to a comparison between other salespeople existing in the organization.
5. Upfront communication with the new hire regarding the job role, earning potential, quarterly expectations, and career trajectory in the company management

??Professional Sales Leadership Hiring Consultation?

Are you struggling to find a suitable candidate for a crucial Sales Leadership role? Drop a message and I’ll be happy to help you out.?