Most founders/CEO’s think, “I’ll just hire a salesperson, and they’ll handle everything.” WRONG!! DISASTER ALERT!!!
When you bring on a salesperson, you’re asking them to step into a business they don’t know, outperform you at selling, and do it for way less money. And if you’ve never managed? salespeople before, you’re mega screwed.
Here’s where things go wrong:
Most founders think all they need is someone who can “sell,” but it takes more than that to set your first sales hire up for success. Before you even put out that job ad, make sure you have:
?? A repeatable, effective sales process that is documented and proven
?? All the tools necessary to complete the job effectively
?? Effective and efficient training
?? Realistic comp plan that is built to motivate
?? A support team for sales
Hiring without these essentials is like throwing someone into the ocean with their hands tied.
Signs you may be hiring too soon:
? You don’t have a documented sales process (yes, I said it twice)
? You don’t know your ideal customer avatar
? Your pricing strategy is not solid
? You have never run a sales team or been on one
? You have been the only successful salesperson
? You have no plan for customer acquisition/marketing
Good salespeople aren’t just “hires”—they’re your frontline brand ambassadors. Treat them well, and they’ll deliver returns. Treat them poorly, and they’ll leave you for someone who values their skills.
Before you post that sales job ad, consider these critical questions:
- What’s your experience managing salespeople? If you’re new to this, consider hiring an interim sales strategist or a fractional VP of Sales. They can lay the groundwork, develop the right processes, and even help with initial hires, saving you from a world of trial-and-error headaches.
- Thinking of hiring commission-only? Have you ever worked on straight commission? It’s tough, so don’t expect top talent to thrive without a proper support structure.
- Have you mapped out your sales process and timelines? Expectations should be clear. Good salespeople are relationship builders, but they still need direction and a clear understanding of your sales cycle.
- What marketing assets are ready? Marketing and sales go hand in hand. You need marketing to bring leads in, or your sales team won’t have a chance to perform. Quality talent won’t stick around if your pipeline is dry.
- Are you ready to cover essential expenses? Remote salespeople need tools, like CRM systems and email tools, to do their job. These not only help them succeed but also protect your client data and brand.
- How do you plan to onboard and train? Salespeople need product knowledge, brand stories, and confidence. Don’t expect them to learn by osmosis—train them well and pay for that time. Would you rather train them well and leave or not and they stay?
- Do you have a CRM? This is essential for managing leads and tracking performance. A good CRM keeps all communication organized and lets you see what’s happening without pulling your salespeople away from selling.
- Got a dialer or phone system? Modern tools improve efficiency and allow for quality control with recorded calls, which can be a lifesaver for consistency and performance checks.
- How will contracts be managed? Simplify the contract process. Make it fast and easy so your sales team can close deals quickly and keep that revenue flowing.
- Can your team handle the capacity? If you’re expecting a sales team to bring in 10 clients a month, make sure you have the capacity to support that. Otherwise, you’re setting yourself up for operational chaos.
- How do you plan to keep your sales team engaged and motivated? Good salespeople are always in demand. They’re constantly networking and getting recruited, so if they feel underappreciated, they’ll find somewhere better.
If you’re serious about scaling, consider bringing on a fractional VP of Sales or an interim sales strategist. They’ll lay a strong foundation for your team, helping you avoid costly mistakes and setting you up for long-term growth. I can help.
If you're still set on hiring, remember: Preparation is everything. The better you set up your systems, the more top talent you’ll attract—and the better results you’ll see in the marketplace.
