Recruiting for Sales hunters is in a league of its own within the recruiting industry since they are evaluated more on their “Soft Skills” or repeatable traits than any other category of candidates. Sales hunters are the face of the organization and are typically the first touch point for potential customers. A talented Sales hunter will be able to quickly increase brand awareness, create a strong network, build a pipeline and close deals.
Sales hunters are able to operate with an understanding of their sales cycle, pipeline expectations and closing ratios. They are motivated by landing new logos and increasing their organization's brand awareness.
How do we define a Sales Hunter?
A Sales hunter interacts heavily with customers to promote a product or service. They are expected to make a convincing case to their clients and help drive their company’s growth. As the first point of contact for customers, the manner in which Sales Executives carry themselves becomes critical. Their connections, credibility, and like ability influences perceptions about their company.
Besides evangelizing their company’s products or services, a Sales hunter is also responsible for relaying important information about the the client’s pain points, competitor landscape, and industry trends. A great Sales hunter should have strategic targets that allow them the opportunity to influence the design and development of their company’s offerings.
How is recruiting for a Sales Hunter different?
We look for a track record and pattern of sales growth, industry connections, and interpersonal skills in addition to strong stability throughout their career. Finding the right culture fit within a sales organization is paramount to driving growth and cohesiveness within a national sales team.
A strong Sales hunter should have the ability to engage with and persuade potential customers. Since sales professionals depend on networking to build a robust pipeline, the potential candidate’s reputation and relationships do make a difference. A great candidate will have the right mix of strategic and tactical selling skills.
While other executives might go straight to the interview once shortlisted, Sales hunters may undergo additional personality tests, stress tests, and communications tests, among others, to be considered for the role. To put it simply, recruiting Sales hunters is different, and often more challenging, than the search for other executives.
What to look for in a great Sales Hunter?
Sales Executives spend a good of time making presentations to prospects, so it’s important they are presentable, energetic, and comfortable in front of an engaged audience. They should be an experienced public speaker and think quickly on their feet.
A Sales professional carries the company’s brand on their shoulders, so they must have a strong moral compass to uphold the company’s beliefs and values. Although every employee is a brand ambassador, the Sales hunter has a high potential to impact the company image.