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You can easily predict how well a candidate will interview, but not how well they will perform. Why? I’ve interviewed thousands of salespeople in my career. I’ve built interview methodologies, screening systems, roleplays, you name it. With a recent client, I administered over 250 personality profiles that measured applicants across 10 different sales traits. These

A new approach to hiring sales rock stars because hiring is hard. Hiring sales talent is harder.   A top rep brings in 8x the revenue of a bottom rep and the top 20% of your reps likely account for 60% of your revenue, but you can’t identify more of these superheroes.   Top sales

Most sales organizations rely on a few top sellers to carry the company. The top 20% typically generate 60% of Revenue.   Most sales organizations can’t specifically identify why their top performers are, well, their top performers.  Most sales organizations don’t really know how to hire, onboard, or coach the other 80% of your team

There is an interesting problem in sales hiring; it’s that we don’t know how to do it.   We evaluate people primarily based on their resume (which is often full of lies and half-truths) and an hour sit down conversation. We politely call these interviews, but they rarely are. If the applicant feels comfortable to us

The last major step before an offer is made to a new salesperson is to bring together the team who was involved in the process and gather consensus. This is unfortunately how it often plays out– The first person to offer an opinion on the candidate sets the tone for the meeting. The first opinion