For your convenience, our most common frequently asked questions are answered right here.
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What sales positions does you recruit for?
Sales Recruit the only specialist sales recruiting firm in Australia and the APAC region specialising in recruiting experienced, performance-proven, A-Level B2B sales talent and leaders.
Typical sales positions we recruit for;
|Business Development Managers||Sales Representatives||Account/Relationship Mgt|
|Channel Managers||Sales Operations||Sales Engineers|
|Territory/Area Managers||Pre-Sales Consultants||Sales Analysts|
|State / Regional Sales Managers||National Sales Managers / Directors||Sales & Marketing Managers|
|Chief Revenue Officer (CRO)||Partner / Alliance Managers||Commercial Directors|
Do you recruit non-sales positions?
No, we exclusively recruit within the sales occupational category for two reasons, a) it allows us to develop very specific candidate networks and it empowers us to become increasingly proficient at identifying, screening and background checking sales candidates.
What is your geographic reach?
Our national office network, supported by significant online and offline research and resourcing capabilities allows us to extend our reach to every corner of the Australian market. Moreover, we have been supporting many Australian and global organisations with key sales roles in New Zealand and the Asia Pacific regions.
Who are your clients? What industry sectors are they in?
Our customers range from high-growth, emerging SME companies to blue-chip multi-nationals across nine industry sectors. We have supported companies that need to recruit their first sales professional through to large-scale sales recruitment projects across Australia and the Asia Pacific region.
|Information Technology: From late-stage startups to large enterprises, more technology companies leverage Sales Recruit Australia to build and boost the effectiveness of their sales teams.||Engineering: Selling civil, mechanical, electrical, biomedical and automotive engineering products and services and want to secure proven industry sales producers? Call us today!||FMCG: Our dedicated FMCG sales recruiting practice works across all categories including the likes of food and beverage, alcohol, personal care; as well as apparel, sporting goods and toys.|
|Professional Services: Unparalleled access to the largest pool of prescreened professional services sales professionals and sales leaders in Australia and the APAC region.||Manufacturing: Partner with the manufacturing industry’s leading sales recruiting firm and get the talent needed to accelerate sales in an ever-challenging landscape.||Media & Advertising: We’ve helped hundreds of Media, Print, Outdoor advertising, Broadcast radio, TV, Photography, Exhibition and displays and Digital marketing companies build world-class sales teams.|
|Financial Services: Leverage our extensive networks and scientific assessment methods and build a high-performance financial services sales team.||Transport & Logistics: You can count on us to secure sales talent for road & air freight, railroad trucking, logistics management and logistics sales and leadership positions.||Healthcare: Unrivalled experience building sales teams across pharmaceuticals, medical devices, consumables, men and women’s health products and medical software.|
How long does a search process take?
The length of a search process will vary depending on the position. In general, searches for candidates with a 100k to 150K starting salary range will take 20-30 days to complete, while searches for more senior sales candidates in more strategically critical positions with starting salary expectation normally exceeding 150K will take between 30-40 days.
Do you offer a candidate replacement guarantee?
Mitigating risks and ensuring our clients have peace of mind is at the forefront of our thinking and service delivery. We offer industry leading replacement guarantees ranging from 6 to 12 months. For more information click here
Do you use the job boards to source candidates?
No. While there may be some good sales performers amongst the thousands of job seekers and unemployed people searching for positions on job boards, the most successful salespeople and leaders are almost always happily engaged in their current positions. Often referred to as “passive candidates” these individuals may be open to new opportunities but are not actively looking for a career change. In other words, they’re not scanning job boards to see what’s out there but understand that their reputation will lead internal and outsourced recruiters to them and this is usually performed via targeted headhunting processes.
What defines a top sales performer?
Top performing salespeople and sales leaders achieve superior results relative to their peers and consistently meet or exceed sales targets. These types of professionals are very rare, representing at most 10-15% of the total sales population. Seeking to secure top sales performers via job boards or agency database scrapes is the least effective means of accessing this top 15% as most A-Level sales talent are passive candidates who rarely apply for jobs or float resumes to agencies.
How do you verify that candidates are top sales performers?
While we will conduct best-practice evidence-based behavioural interviewing techniques and professionally transcribed references as part of our 4 phase sales recruitment process, the reality is that sales candidates seldom talk their achievements down, nor do they provide referees that are not primed to provide a highly favourable endorsement. To verify sales performance & experience claims to the best of our ability and in doing so mitigate our clients hiring risks, we have developed a systematic, covert background checking process that leverages upon our extensive national networks, giving us direct access to an ex-colleague or customers of the candidate whereby we can make covert inquiries regarding the candidates work history, sales achievements, character etc. We will conduct multiple covert checks prior to the shortlisting stage with the objective of eliminating candidates whose claims are inconsistent with their employment and performance claims.
What if I just want resumes, can we engage non-exclusively?
We are fully committed to our clients recruiting outcomes and this is reflected in the time and resources invested in each search project and our minimum 6-month (up to 12 month) replacement guarantee. Understandably, we expect the same level of commitment from our clients, thus requiring a 30 day exclusivity period for contingent search projects. Accessing A-level (mostly passive) sales talent requires a rigorous, strategically planned and meticulously executed sourcing process, backed by comprehensive verification and background checks, an outcome that is rarely achieved with ad-hoc, uncommitted engagement and search processes.
What are your recruitment fees? how are they calculated?
Rather than provide an arbitrary fee scale, our philosophy is that recruitment fees should reflect the assessed size of the candidate market and assessed time and resources required to submit a qualified shortlist of candidates. Our general service fees are, however, very competitive and are based on either a percentage of the candidates agreed first-year base salary package (not inclusive of commissions) or an agreed flat fee.
Aren’t all sales recruitment agencies the same, what your difference?
Unlike general agencies, Sales Recruit offers an unrivalled track record of success through a combination of six key competencies.
- Process: Our ‘4-phase Search Process’ embodies the strategic headhunting capabilities of leading executive search firms.
- Knowledge: Sales talent attraction and acquisition is our focus, so knowing where and how to find, assess and lure sales talent is our core expertise.
- Reach: From Sydney to Singapore; we’ve secured sales talent for small and large enterprises across Australia and the Asia Pacific Region.
- Experience: We’ve been securing top sales talent for 15 years and we’ve placed thousands of sales professionals & sales leaders.
- Assessment: Our scientific assessment & background checking processes ensure sales performance claims are verified prior to shortlisting.
- Speed: Our recruitment processes have been refined to deliver a final shortlist of 4-5 headhunted candidates within 14-21 days.
Why Do You Not Have a Candidate Registration Page or Job Listings?
For the same reason, most executive search firms don’t. Because elite talent very rarely place themselves ON the market by applying to a job board or career page post, nor do they distribute their resume to staffing agencies. Why, because if they are genuinely a top sales performer within an organisation or industry sector, they will be known to competitor organisations and specialist search firms who will be proactively and regularly presenting them with opportunities.
Do you work with start-ups?
Yes. We have built the first sales team for many emerging organisations. While the challenges of attracting top people are different for early stage companies, our agile process is flexible, fast and adaptable. We have plenty of experience helping new companies launch and grow.