Don’t Make These Mistakes with Your Saas Sales Recruiters

SaaS Sales Recruiter on the phone

What type of jobs had the greatest number of LinkedIn posts in August 2020? You probably won’t be surprised to hear that it was sales. After further analysis, we found SaaS Sales talent was in highest demand in August and now.  

Proven sales talent is always highly sought after. According to LinkedIn, “Even before COVID, roles in sales and software often ranked among the most in-demand, and the pandemic hasn’t changed that — perhaps because many of these employees can work effectively from home.”  

This function remains a critical part of every business. In fact, the coronavirus intensified sales in some sectors.  

For example, Digital Commerce 360 reported, “In the first six months of the year, consumers spent $347.26 billion online with U.S. retailers, up 30.1% from $266.84 billion for the same period in 2019.”  

McKinsey surveyed B2B businesses across 11 countries in seven sectors and across 14 categories of spend. The management consulting firm found many organizations increasing sales spend.  

Sellers are staying remote, McKinsey reported, “Almost 90 percent of sales have moved to a videoconferencing (VC)/phone/web sales model, and while some skepticism remains, more than half believe this is equally of not more effective than sales models used before COVID-19.”  

Of course, sales is here to stay and one highly coveted type of employee is a SaaS sales professional.  

Why SaaS Sales? 

Software as a service remains extremely popular. 

Gartner forecasted SaaS will generate $105 billion in 2020. 

McKinsey reported, “When researching products, customers’ preference for digitally enabled sales interactions has jumped significantly, with suppliers’ mobile apps and social media or online communities showing their sharpest increase since 2019.”  

With many employees working remotely, SaaS tools are more prevalent than ever. Companies need talented sellers to bring these products to customers.  

But securing A-players is easier said than done. With such a large talent pool, many organizations use SaaS sales recruiters to secure new employees.  

If you are ready to work with outside search, don’t make these mistakes.  

Mistake #1: New to SaaS  

Not all recruiters are created equally. Hire someone experienced in finding talent specifically for sales and SaaS providers. If you can’t find SaaS sales recruiters, you must work with someone experienced in technology. They need to speak the lingo and understand your product and offerings inside and out. If the recruiter does not get your business, they will not be able to accurately portray your mission, position in the marketplace, and differentiators to potential employees who have no reason to make a change.  

Ask your recruiter:  

  • What tech clients have you worked with in the past and do you have references?
  • Tell me, in your own words, what service my business provides.  
  • What makes a successful SaaS seller?  
  • What track record of success should we require in this hire?  

Mistake #2: No Process 

How will your SaaS sales recruiters find your new employee? When you interview your potential headhunter, ask for a step-by-step process in writing.  

Ask your recruiter 

  • When will I see candidates?  
  • Who do you recommend participating in interviews?  
  • How and where will the recruiter promote your opening?  
  • How has your interview process changed since COVID?  

In our experience, an executive search without a process is like a road trip without Google Maps: extremely challenging.   

Mistake #3: Empty Toolbox 

In addition to a process, your recruiter needs the tools to promote your job and qualify candidates. At Talentfoot, we use interview scorecards to standardize the interview process. This tool enables the interviewers to make objective hiring decisions. We use a numerical system to provide a concrete assessment of candidates. This also gives each interviewer only one aspect of the hiring process on which to focus.  

Ask your recruiter  

  • How will they attract passive candidates to your SaaS sales job? 
  • What pitch will lure a prospective hire to consider switching jobs?  

If your recruiting partner doesn’t have an answer to these questions, you may be selecting the wrong firm. 

The Right Partner 

You probably know how expensive it is to make the wrong hire (use this calculator from BuiltIn to determine the exact amount it costs your business). Securing top talent starts with an experienced recruiter who understands your business and has a thorough game plan to get your top choice to accept the position.  

Do you need help hiring SaaS sales talent? Contact us and we can produce your game plan to bring strong sellers onto your team.