The problem with how most companies interview for sales roles Most interview processes are built around one question: “Can this person sell ?” But hardly anyone asks: “Can we sell to this person ?” Too many interviews still look like a checklist: A few questions about the CV. A quick summary of the company. A vague discussion about targets. Then.. “We’ll be in touch.” It’s transactional, uninspiring and completely forgettable. You need to remember that salespeople are professional  [more …]

If you start looking for a new role when it's time to leave, then you're too late.Most salespeople tend to start talking to recruiters when something changes for them, new management, a change in direction, increased targets, or just a feeling that it's time to move on.But by that point you are already on the back foot.You are reacting to a situation rather than actually shaping what comes next for you.The best career moves don't come from job boards or sudden decisions they come from ongoing  [more …]

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Answer 15 questions and we’ll send you a personalised report This scorecard is designed to show businesses how ready their hiring strategy is to meet future needs, whether replacing key leavers or hiring quickly for business critical roles. Having a proactive hiring strategy is crucial when looking to improve candidate quality, reduce time to hire and reduce recruitment costs. If you are focusing purely reactively and identifying candidates when a role becomes live, you are  [more …]

The HUNTER Methodology™ is a proprietary framework developed to help attract, hire and retain top-performing sales professionals. Developed from over 16 years of direct experience, HUNTER addresses the common hiring mistakes often seen in the tech industry where organisational needs inadvertently overshadow the crucial candidate experience. This methodology fundamentally redefines the hiring model. Instead of simply asking, "What do we want in a candidate?", it shifts the focus to,  [more …]

If you've engaged an external Recruiter to support you with your hiring and it was all going well to start with, but then it all went a bit quiet, I could almost guarantee that you are working on a traditional contingency arrangement ie. no placement no fee. Here's the scenario: ➡️ You agree brief with recruiter ➡️ Recruiter goes away and works role ➡️ You receive first 4 or 5 candidates from Recruiter ➡️ You agree to interview  [more …]

A well managed Talent community will provide any business, no matter what size, with a pipeline of great candidates and future proof their hiring. But, so many companies are making these fundamental mistakes, leading to a poor return from their efforts. ➡️ Purely populated by past candidates and adverts asking for speculative applications. This is not going to bring in the quality hires, you must have an outreach campaign targeting the A players, rather than purely relying  [more …]

The rapid growth of AI across industries has fuelled an unprecedented demand for experienced talent. This increasing demand for AI talent has resulted in a significant shortage of AI professionals, which is a challenge that is set to intensify as we work our way through 2025. A recent McKinsey report suggests the largest gaps are seen in hiring AI data scientists, machine learning engineers and data engineers, with AI data Scientists being highlighted specifically as being in high demand  [more …]

Have you ever wondered what sets successful SaaS companies apart from the rest?  The SaaS industry is no stranger to challenges - investment slowdowns, drawn-out sales processes, fierce competition and extensive layoffs have tested even the most resilient businesses.  Yet, this dynamic sector continues to grow, with projections showing an increase from USD 317.55 billion in 2024 to a staggering USD 1,228.87 billion by 2032. So, how can your SaaS business flourish in this demanding  [more …]