RECRUITING
Precision-Matched Talent for Your Team
Sales leaders want extraordinary candidates.
You want to find sellers who don’t just bring stats on their resume. They bring motivation, communication skills, persistence and a willingness to be coached.
Good sellers all have jobs and they earn a lot of money.
These candidates are the most difficult to recruit, and it takes a recruiter who can move the conversation beyond compensation to gain their consideration for a new opportunity.
Compensation alone won’t attract the best candidates.
Most recruiters focus on OTE and other performance metrics, because they have not been sellers. This human resources approach lacks the ability to see beyond resumes to find the traits that predict future success as an individual contributor.
The result is average players with average performance.
You rationalize that someone in the role is better than an open headcount, leading to a steady stream of somewhat qualified candidates.
Our Methodology: A Different Approach
As a former Vice President of Sales and Marketing, I have had the chance to see two distinct candidate scenarios: 1. those who interviewed well and performed well in the job and 2. those who interviewed well but could not deliver results. What I learned is that the mentality, growth mindset, and coachability of a candidate are greater indicators of future success than quota attainment alone.
how do we identify these traits in the screening process?
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In addition to evaluating candidate experience and merit during the initial interview, we seek to answer questions like, “Will this hire have the self-motivation to deliver results?” “How will they receive coaching and feedback?” and “Do they demonstrate a Fixed or Growth Mindset?”
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During this sales role play exercise, we evaluate a candidate’s presentation skills and ability to deliver a compelling sales argument. We’re also gauging their willingness to be coached through flash feedback during their presentation.
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The candidate’s TTI-DISC results shows how well their personality profile matches your ideal profile in terms of behaviors and motivations. This allows you to make better informed decisions and focus on areas of concern within your interview process. The assessment also provides valuable coaching insights for the candidates you select to join your team.
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Unlike traditional recruiters, we provide a more complete summary of the candidate including their TTI-DISC assessment and likelihood to succeed in the role. Your candidate’s summary will detail why they are uniquely qualified and expose areas of concern with recommended interview questions.
Why VCRO Recruiting?
Recruiting was a natural extension of the work I do with clients to help them improve sales execution. Finding the right people to tell their story is a critical component of success. Having interviewed hundreds of salespeople over the past decade (and having been a seller myself), I understand the importance of looking beyond the resume for indicators of success. I seek candidates with growth mindsets through an active screening process, using unconventional methods to identify traits like coachability, adaptability and commitment to learning. In my experience, these are the candidates that will distinguish themselves on your team.
Find Your Next Sales Superstar. Let’s Chat.
“Casey came into our company and assessed the sales team and determined that we needed a new approach to how we hired and the background that we looked for in our Regional Sales Managers.
With Casey’s help we turned over the entire team, replacing every salesperson and subsequently having two record years of performance.
The use of assessments and sales role play during the interview process were tremendously effective in upleveling our sales team.”