sales management

  • How to identify a high performance sales candidate.

    Through years of helping our clients building their sales teams we have developed a recipe for success that can help candidates accelerate their career and contributes to our client’s growth.  It is not often that these traits can be found by simply reading a resume.  Our trained sales and executive recruiters can help gauge these specific traits by utilizing years of experience and asking a few simple screening questions.   



    This trait can be applied to many other types of career professions, but in a true sales professional it is a crucial element.    A sales candidate’s passion for the product or service they sell can often have a direct correlation to their performance.    A sales professional who truly believes their product can solve a problem and add value to their client will have a much easier time selling that one that isn’t passionate about their products, service, and/or overall company mission.



    In most sales roles there is often a high level of competition and rejection.   A successful sales professional should be able to adapt and learn from failures to improve their results moving forward.  As a common saying goes “it’s not how many times you stumble that counts but how many times you get back up.”   It takes courage to admit failure, take responsibility and to have the ability to learn from mistakes is a critical success factor for a high performing sales professional.



    Sales candidates that consistently meet or exceed quota expectations frequently have persistence and a strong drive to succeed.    Another component that can affect sales performance is how incentive driven a candidate is.   A well-structured commission incentive plan is a key motivator that compels top performing sales candidates to go above and beyond expectations.  


    People Person

    A high performance sales professional must be a strong communicator and enjoy working with people.  In a sales role a person will interact with clients on a daily basis and must effectively communicate the value proposition of the product or service they sell.   They must also be able to read people and pickup social cues that will indicate whether or not a client is truly looking to commit to the purchase.   Additionally they must have integrity and offer a high level of customer service to ensure clients are satisfied with the sale.



    This applies to sales candidates who have some work history to evaluate.   Analyzing past performance is one good indicator of how a candidate might perform on the job.   There are numerous factors to consider such as length of employment at each job, whether or not they exceed their quotas/goals, and if they have sold a variety of products or services.   The meeting quotas and product diversity are most critical as it will demonstrate that they sell a variety of goods/services and perform at or above expectations.  


     Executive Trackers, LLC is a recruiting firm that specializes in placing sales, management and executive talent for companies around the globe.   For many years our recruiters have specialized in sales and sales management recruitment for our clients.   Though our experience and success in helping clients build their sales teams we have identified several common characteristics that have separated top performers from the average.   We also offer assessment testing that can help measure behavioral, aptitude, and motivational factors.    This creates a very well rounded recruitment service that includes human intuition, industry experience, and data science that offers actionable intelligence to our clients.

  • Less Is More - Entry Level Resume Advice

    Less Is More - Entry Level Resume Advice


    With an increasing number of employers looking for candidates with very little job experience, there are important changes you may want to make to your resume. Employers have legitimate reasons to look for more entry level candidates. Companies with a comprehensive training program prefer people who haven’t been trained (or at least not much) by someone else’s training program. Like babies changing significantly in terms of habits and thought processes due to nurture as they age, people tend to build habits over the years based on the methodologies they have learned through their employers’ training processes.

    Many studies have shown that statistically, hiring managers and recruiters only spend six seconds on your resume. That’s why it’s important your resume represents who you are, your skills, qualifications and experience in the most clear cut way possible.

    Of course, many candidates have a significant amount of experience and are still extremely (sometimes more) employable. However, if you are a skilled candidate, there is a good chance you don’t belong in the entry level pool. Being 'overqualified' is certainly not a bad thing, but if you are you need to be looking at higher level openings. 

    Only include relevant experience on your resume.Did you intern at a deli shop during college, or work for the local bookstore during high school, but are now applying to a business development position selling software to companies? Leave it off your resume. It isn't relevant, wouldn't have affected your habits to a point where it would label you already set in your methodologies’ and yet those years listed are screwing up your entry level status. If you graduated college two years ago, and have two years of sales experience you are probably a very in demand candidate for an entry level business development role. However, those years of irrelevant part time experience are not only interfering with the amount of  experience noticed during the famous ‘six second scan’, but they also affect where you are categorized on job boards. The algorithms involved typically can't differentiate what would be applicable in this type of situation. Yes, you read this correctly. Including this on your resume could be getting you overlooked or rejected when you may actually be perfect for the role of your dreams.

    Don’t include extremely short experience.If you have exhibited longevity in the past, yet have a three month stint at a certain role with a very good reason for that short duration, you are better off leaving that off your resume and getting the chance to explain yourself through whichever method of communication when you go through the interview channels with the recruiter/employer. You don’t want to be labeled a ‘job hopper’ especially if you do have a history of longevity and reliability. Just remember to be honest when the conversation with the recruiter happens. If you ever leave your past/present/future employer one of the best things you can leave with is a letter of recommendation. 

    Keep your resume short.If your resume is more than two pages, particularly if you are a candidate with less than five years of experience, you want to double check your resume and see if you really need to have that much information. Paradoxically, you don’t want your resume too short. In addition to the dates you worked at from each employer (yes, these are necessary and draw suspicion if completely left off) as well as the duties that encompassed the role, you should include any achievements or awards as well as a sentence or two about the company and what they do.