With nearly a decade of sales recruiting experience, we’ve learned a lot about connecting clients with elite talent. Whether you’re an employer looking to hire the best sales reps or a candidate searching for your dream job, we have the resources to help.
Check out these articles for info on all things marketing and sales recruiting.
If your dream candidate is already crushing quota elsewhere, your hiring process better sell just as hard as they do.
Employers
Carter Hopkins
Sales
Interview Tips
Recruiting
All
Understanding and Addressing High Turnover in Sales with Scott Peterson, Founder of Carver Peterson Consulting
Employers
Carter Hopkins
Sales
Early Stage
Culture
All
Optimizing the Revenue Function with Greg Stanley, President of Accelerant Consultants
Employers
Carter Hopkins
Sales
Early Stage
Culture
All
Tips and insights on making a final interview for an open sales position a unique and telling experience for sales organizations and candidates.
Employers
Carter Hopkins
Interview Tips
Culture
Sales
All
Helpful tips and insights a sales candidate can use to make sure their resume stands out from the crowd and helps them earn an initial interview.
Job Seekers
Sales
Recruiting
Interview Tips
All
Tips on developing, perfecting, and maintaining an interview process for your open sales seats that will help you hire ideal talent and hit your goals.
Employers
Carter Hopkins
Interview Tips
Recruiting
Early Stage
All
A look at what hiring for the right seat means for a sales organization as well as insights and simple best practices HR leaders and hiring managers can use.
Employers
Carter Hopkins
Sales
Marketing
Culture
Early Stage
All
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case studies
DISCO had recently IPO’d and was looking to rapidly scale their SDR team along with a couple of other sales positions. They needed extreme quickness while not sacrificing candidate quality.
Deploy a large enough team to fill roles effectively and efficiently. Schedule Pursuit + DISCO team virtual meetups to hear current employee experience, learn more about culture, and gain additional selling points.
48 placements including:
case studies
GovOs had been acquired by a PE firm and was looking to do a complete sales and marketing team build out from scratch. This was a legacy company that was bringing a new tech platform to market.
Help define the ideal candidate profile for various roles, structure a successful interview process, talk to a wide range of candidates to eliminate the ones who needed extreme structure and processes to see success.
103 placements including:
case studies
Argon was about to go through growth mode and had historically worked with one external recruiter. They were expanding across the country and needed a partner that had experience recruiting nationally and understood the medical space.
Present Argon with better candidates than those they were already fielding. Find the right experience on paper, but more importantly, vet candidates based on their intangibles and ability to scale a territory.
32 placements including:
case studies
CDx was relatively content with their current recruiting efforts but were willing to give us a chance. They were hiring Territory Managers and Clinical Specialists all across the country and needed medical reps who were highly consultative and technical.
Highly customized search focusing on the technical aptitude of sales reps, paired with a proven track record of growing a territory with a very strategic and consultative method. Effectively communicate the CDx story, how they’re disrupting the industry, and ensure there is extreme value for both the candidate and the company.
53 placements including:
case studies
Oro was in stealth mode when we first started working with them. They needed to hire their very first AE as they had a proven product in the enterprise market. The hope was to build a small team of SDRs around the future AE.
Given Oro was in stealth mode, there was no website or LI for candidates to reference, so we had to strategically sell candidates on the opportunity. Align the interview process/communication with the Oro team to ensure candidate engagement and efficiency. Sell candidates on the roles so they could sell our team on why we should send their names to Oro.
3 placements including:
