Switching from Recruiter to Salesperson
Transferring Skills from HR to HR Tech Sales: A Natural Fit
As I near my 4-year anniversary in HR tech sales, I’ve realized that my previous roles as a recruiter and HR business partner have been essential in shaping my success. I’ve spoken about breaking into HR tech sales, but I’ve been reflecting on something equally important: many skills HR professionals already have are transferable to sales, especially in HR tech. Read prior post here.
If you’re a recruiter, HRBP, or in another HR function, you might not immediately see the connection to sales. But after making the leap, I see how interconnected these roles are. In HR tech, you’re not just selling products—you’re offering solutions that directly impact the world you’ve been part of.
Sales Is Change Management
A key realization for me is that HR tech sales isn’t just about selling software; it’s about change management. And who better to lead change than those of us who’ve spent our careers in HR?
HR professionals constantly drive change—whether implementing talent strategies, driving diversity, or guiding leadership transformations. These same skills apply to HR tech sales, where you help companies reimagine their processes, take a step back, and make actionable improvements.
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Relationship Building = Consultative Selling
One core HR skill is relationship building, and it’s directly transferable to consultative selling. Just as you build trust with employees and leadership, you do the same with clients, helping them solve challenges.
Problem Solving and Solutions
HR is full of evolving challenges—whether aligning talent strategy with business goals or navigating employee relations. The problem-solving mindset HR professionals have is invaluable in HR tech sales. It’s about understanding customer pain points and addressing them.
Why This Matters for You
For those in HR considering a career shift, HR tech sales offers a chance to leverage your skills in a new way. You’re not leaving HR behind; you’re applying your expertise to help organizations drive change.
If you have any questions or comments, please feel free to reach out to me via DM or leave a comment below. I'll be sure to respond.
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5 个月Looks great!
Recruiting Operations Manager @ Form Energy | SHRM-CP
5 个月I love your take on this, Scott Corrigan! From having Customer Success Management experience in my toolbelt, I agree that Sales & CS so often pulls upon those same skills that HR teams are using to work with their internal customers. This means - drilling down to the root causes of problems, identifying and really understanding pain points, proposing a solution to help them to reach their goals (Sales) and then implementing said solution - while understanding what indicators of success are, measuring them, celebrating wins, and continuous improvement (CS)! Anyone I know who has done our kind of work, and finds themselves on the job market or entertaining new avenues - I always encourage them to consider points like this and broaden their opportunities!