Is your recruiting model designed to attract top performers… or underperformers?......Chances are, it’s the latter
Nick Barton
Representing 40+ companies in the tech space specializing in recruiting for; Sales Leadership*Sales*Sales Engineering for Corporate?Public Sector*Healthcare*SLED* Education*Federal entities
If your company’s internal recruiting strategy relies on job postings and mass outreach, you’re fishing with the wrong bait.
And you know who bites? The people often failing at their current jobs.
Here’s how to spot if your hiring process is attracting underperformers:
?? You rely heavily on inbound applications.
?? Job boards are your primary source of candidates.
?? Your talent pool is small and lacks A-players.
?? You often “settle” on hires below your ideal standard.
?? Open roles (especially in sales/engineering) take too long to fill.
?? Your sales team has high turnover and low performance.
?? Interviewers aren’t aligned on what to assess in candidates.
?? There’s no competency-based grading system in place.
Most internal recruiting teams stick to this outdated strategy.
And guess what? It doesn’t attract the top 20% of sales professionals—the elite performers who drive revenue, win awards, and never apply to job ads.
The truth?....... The best candidates are already thriving elsewhere. They’re not job-hunting. They’re passive.
And top recruiting firms specialize in finding, engaging, and securing these A-players.
Here’s how expert recruiters deliver results:
They only target passive candidates—the ones killing it at their current companies.
They make direct cold calls to ideal hires (no waiting for applications).
They continuously top-grade their talent pool, meeting and vetting candidates.
They leverage insider industry relationships to tap into hidden talent.
They verify every claim—W2s, quota attainment, references, and performance data.
They ask the tough questions and eliminate candidates who can’t back up their resumes.
They’re not restricted by internal company policies on where they can recruit.
Here’s the kicker:
?? Your best sales reps generate millions in revenue.
?? The cost of hiring one wrong person? Astronomical.
$$$ The ROI of getting hiring right is undeniable.
Some say, “Hiring a recruiter is too expensive.”
What’s expensive? Hiring the wrong person… and having to replace them.
Curious what A-player talent could do for your company?
Let’s talk.