Sales Recruiters Los Angeles | 310 492 5166
Redirect to our sales recruitment homepage
Hiring companies can feel free to visit our employers page
Job seekers can submit a resume via the contact us page
Comment on this article with the subject: Sales Headhunters Los Angeles
Sales Success in Los Angeles
The sales headhunters Los Angeles at KAS Placement specialize in staffing various sales representatives at all different levels including software sales recruiters, media sales recruiters, advertising sales recruiters, financial sales recruiters and much more. Our LA sales headhunters have a very methodical search and placement method which includes client and industry research, quick and pertinent resume gathering, extensive interviewing and much more. This is precisely why our clients and candidates continually come to our sales staffing agency with all of their job recruitment needs.Our specialty consists of recruiting sales managers, executive level sales representatives, senior to mid-level sales and marketing employees, channel sales managers, inside sales representatives, outside sales representatives, social media sales recruiters, social media marketing recruiters, print media marketing professionals, product marketing employees and more. The cities which our sales recruiters work in include sales headhunters New York, Boston, Washington DC, Atlanta, Houston, sales recruiters Dallas, sales headhunters Chicago, Minneapolis, San Diego, sales recruiters Los Angeles, Seattle and more. Our sales recruiting agency successfully works with both large and small organizations.
What Makes an Effective Sales Representative
There are many traits which encompass an effective and revenue driving sales representative. First, good sales representatives come with solid industry contacts whom they can call on upon receiving a new sales employment position. For the clients of our Los Angeles sales headhunters, hiring an accout executive who comes prepared with a book for business greatly speeds up the return on investment your company sees from the sales pro whom you just hired.
Second, our sales headhunters recruiters seek out business development professionals who are intelligent and quick on their feet. Unlike accounting or engineering, sales requires a different type of intelligence which could best be described as a form of street smarts. The sales professionals in which our sales head hunters actively seek out can market and describe a product or service in a lucid manner which peaks the interest of the buyer. For instance, when buying a product or service, many corporate decision makers want to understand how a solution is going to help them. In these cases, a few sentences that inform the buyer about the product are not useful. Additionally, our sales headhunters Los Angeles recommend that to be successful at sales, an account executive must know every aspect of the offering which you are pitching.
The good sales representative, in the opinion of our sales recruiters, will be able to paint a picture of their offering.
The more effective and well paid sales pros can also market a product or service and, thus differentiate their product from that of their competitors. Each sales recruiter Los Angeles in our staffing office has learned firsthand that this is a trait which not everybody possesses. These days, a PowerPoint presentation is not going to do the trick. Our sales recruiting agency agrees that the important facets of a presentation are that presentations give the business development representative a guide as to where to begin when describing and presenting the product and some visuals for the buyer which are important. However to the buyer, paper and computer presentations are not as effective as a conversation about the product or service and how it can meet their corporate needs. This is not true for all industries and subsequent presentations – a good example would be the advertising industry. Conversely, most sales presentations should serve more as a backdrop and reference sheet.
Moreover, the sales person whom our sales headhunters Los Angeles recruit will learn not only their product, but the products and services of their competitors. Knowing what your competitors are doing and how they are positioning their product is a key ingredient to sales success. These days, most products and services (if you let them be), can be a commodity and, for this reason are harder to sell. Learning all the aforementioned facets of an industry and product can take some time, but doing so is a must. With the Internet (including social media and a bevy of press releases), an account executive can, through research, can decipher how to best position his or her offering. This will prevent it from becoming a commodity to the buyers. There are certain ways a sales professional can position their product and these can include, among others, price, certain add-ons or technology breakthroughs of the product, past client success and level of product support which is provided.
Also, the highest paid account executives whom our Los Angeles social media recruiters work with are business development employees who have, through honesty and good account management have established many good contacts within their industry. These days, cold calling does not work anymore; industry contacts are the main facet which sales employees rely upon. Many sales recruiters Los Angeles come across an abundance of sales professionals who bounce from job to job and never really transform to senior and executive level employees. Conversely, this is not a hard rule as the frequent job change can be due to a myriad of reasons and our Los Angeles social media recruiters often inquire about this. Sometimes our sales recruiting agencies receive good answers and feel comfortable about sending the sales employment applicant to our clients, other times we do not.
The sales professionals whom our Los Angeles social media recruiters stay clear of are the account executives who think only in the short term, and after selling a product, they leave a bad taste in the buyer's mouth. The main way a mediocre sales employee will make a quick buck is by overpromising and under delivering. As soon as a sales representative does this, they can be sure that the companies which they have previously sold to are not going to consider working with them a second time. Just like most people reading this, our sales recruiting agencies have fallen victim to this and have our sales headhunters Los Angeles have learned our lesson with the particular company and, in most cases, the sales professional. As a staffing agency, our job is to weed out the applicants who are out to make a quick commission and, subsequently will hurt your company's reputation by doing so.
When selling a product, the more effective account executive will keep in mind the "needs" and "wants" of the buyer. Defined, the needs of a buyer (not too difficult of a concept) are the basic needs. For instance, if somebody is going to buy a car or SUV, their basic needs are transportation. Additionally, in the eyes of our sales headhunters, "wants," are exactly as they sound too. "Wants" are the bells and whistles of a product. They are the facets of a product that are above and beyond the actual needs of the buyer. To trace back to the car reference, a "want" would be a Cadillac, a "need" would be a used Toyota. Prior to any meetings with a buyer, an account executive should write these down and use them during the sales question and answer session with the client. Our sales recruiters headhunters strongly suggest this.
Hitting a piñata in the dark
Moreover, our sales headhunters know that the best account executives whom our sales recruiting agency places, don't sell. Instead they consult. These days, nobody wants to be sold, they want a problem solver. Talking at a client is a grave mistake which many sales people make. Sometimes, this is out of habit, desperation, lack of experience or other. Sales is not about talking at the potential buyer, it is about having a conversation with him or her, determining their needs, and solving through your product or solution. The good sales professionals, whom our sales recruiters seek out, ask intelligent questions that greatly helps them properly pitch the product or service. Without first asking questions, selling the product is like hitting a piñata in the dark; it isn't the most successful game plan.
To learn more about what our sales headhunters seek out in a business development pro, click here
To learn more about recruiting social media sales employees, click here
To learn more about our technology and software sales recruiters, click here
To learn more about staffing advertising sales recruiters, click here
Account Management Advice - Taking Care of Your Current Clients Properly
Selling then ignoring leads to trouble
Many New York sales head hunters will tell you that the downfall of many sales representatives is proper account management and subsequent client retention. A lot of the better sales professionals will evenly manage their time between client retention / account management activities and new business acquisition responsibilities. When staffing a sales professional, our recruiters like to see a job applicant with good employee and client recommendations. It says a lot for an employee who has several clients who are more than willing to attest to the fact that he or she is an effective account executive.
What many sales people fail to do is to look to the future and ensure they have a great reputation. Sales people who are swindlers never get too far. This is mainly due to the fact that they have no contacts whom they can call upon when obtaining a new sales employment position. Yes, they may make a few thousand here and a few thousand there in commission, but they will never hit the big leagues. When staffing an account executive for our clients, our sales recruiters do our best to avoid passing on the resumes of these individuals. While it is difficult to point these sales applicants out, our sales recruiting agency is well versed on how to do so. Sometimes it can take a good amount of online research, however it could be done.
Finding a Sales Manager Who is Right For Your Company
Our sales recruiting company is often asked to staff sales management professionals. When our sales recruiters look for a sales manager, we seek out several traits, all of which are very important to the success of our clients. First, a good sales manager has to be open to change and has to think outside of the box. The best sales managers will decipher the hurdles as to the success of the organization. These hurdles could include a new marketing campaign by a competitor, an existing high turnover rate, a flat revenue stream, competitor dominance within a market or others. Sales managers must remember that, at the end of the day, it is about driving revenue.
The ability to maintain high employee retention is another trait our New York, Los Angeles and Chicago sales headhunters seek in a sales manager. When staffing these individuals, our Atlanta and Washington DC sales headhunters like to see a history of successful sales force management. One of the main reasons why account executives look to leave their current position is that they are underpaid, underappreciated or both. This is precisely the reason why sales managers should frequently stay on top of the corporate numbers, the reps who are selling and, overall, keep track of the sales employees who are making a cultural difference within the organization. When needed, to keep a good sales force intact, a sales manager will request a compensation raise for the employee to senior management.
When it comes to younger sales representatives, a manager must be able to train, mentor and consistently keep track of their numbers. Sales, to a recent college graduate is often intimidating and vague in nature; most universities don't teach sales and young professionals are coming from a background of right and wrong – black and white. For for a professional just starting out, the thought of getting in front of a decision maker can be quite intimidating. For this reason, a sales manager should make it clear to their younger sales representatives that rejection is part of the game. Also, our sales recruiters think it is exceedingly helpful for a sales manager. Additionally, sales managers should consistently challenge the younger individuals in their sales force.
To learn more about staffing sales management professionals, click here
The Pros and Cons to Working at Different Size Firms
Smaller Companies
Pros:
Working for smaller companies, for the most part, are more entrepreneurial and allow sales and marketing professionals to better collaborate with senior management. You also have direct access to senior management which allows you to better become integrated and invested in the firm. As our Houston sales headhunters have seen, this creates an atmosphere that is thought provoking and fun. At a small company, sales employees will also get to do a bit of marketing as well as have other responsibilities which could be of interest. To a great extent, this could include marketing and advertising. Additionally, if the company begins to grow, as a sales professional, so will your career.
Cons:
The first con our sales recruiters see in smaller companies is the compensation. Many times, a smaller company will not have the best base salary and will typically not offer the most comprehensive benefits package. Many firms will make up for this with some form of company equity. The second drawback is company stability. Many smaller organizations are not around five years after they are started and, if you get unlucky, you can find yourself with a resume which has you bouncing from job to job. Additionally, smaller companies cannot rely on their name. Therefore, when selling for these organizations, our sales head hunters see more of an uphill battle than being an account executive for an IBM or so.
Larger Companies
Pros:
Assuming you work hard, larger companies have a lot of job stability and benefits that will help you throughout your career. Among other things, this can include a company stock buying program. Additionally, large companies will typically have a dedicated marketing department which helps you obtain leads which smaller companies would not have had access to. Also, large companies are able to use their name when selling a product. Everybody knows HP, not everybody knows xyz server corporation. Finally, if you want, large corporations allow you to move to different organizations within the company; for instance, you can move from marketing to sales and vice versa.
Cons:
Many mid-level management employees get lost within the company and are able to sustain their position simply by going to work on a daily basis. This means that as a sales representative, you can wait five to ten years for a management position to open up. Many large organizations are filled with people who, for political reasons, make close friends with their boss. Therefore, unless you are a schmoozer, you are probably not going to do well at these companies and will be very frustrated by the people who get ahead and the reasons for their subsequent promotions. Finally, you are more likely than not, going to be delegated to a specific role and are not going to be asked to do such things as marketing and advertising for the firm which, for an entrepreneurial thinker, can be hard to do.
Writing a Good Resume
For most, professionally done resumes are a best bet.
There are many good facets of writing a good resume. It is no surprise that our sales recruiters have come across many different kinds of sales and marketing resumes with a plethora of formats. There are a few traits which encompass a good resume, and there are some resumes which, for several reasons keep getting passed over. Our Minneapolis sales headhunters, on average, receive dozens upon dozens of resumes per day, and our staffing agencies only have so much time to look over them. Therefore, the first thing that our sales recruiters look at is formatting. Unfortunately, if a resume has a poor format, due to time constraints, our recruiters pass over it. Now, this is the biggest downfall of doing a resume yourself. Microsoft Word can be exceedingly hard to format and even more frustrating to control the layout of the text. Because the format of a job applicant's resume is so crucial, if you're one of the many and can't get the formatting down, our sales head hunters strong suggest outsourcing the job.
Additionally, another trademark mistake our Atlanta sales headhunters see on resumes is vague content. What our recruiting agency often sees is a job description such as, "sales of new technology." This is a grave mistake. Instead, a resume should contain keywords that the recruiting party can clearly decipher in the resumes. A much more effective example would be, "sold Linux software into the financial vertical – derivatives and fixed income with a sales quota of x." Moreover, the reader should know exactly what product you are selling or sold; if they cannot, a When it comes to keywords, our New York sales head hunters also recommend highlighting these words in bold or italics. For instance, if you are marketing yourself as a social media sales representative, make sure that human resource employees can clearly see that. A few other things that should encompass a sales resume are: sales numbers, sales quotas, target customers, marketing experience and any other things you would want the resume reader to know.
Click here for a broad overview of what makes a good sales resume
Using a Recruiter for the First Time
For either a small or large firm, using a sales recruiting agency can prove to be a large project which can take a lot of research and preparation. As a internal human resources manager (or someone who is taking on the hiring duties), there are many different recruitment agencies from which to chose and having a good way of weeding down the search is the first step to successfully using a headhunter. First, you should always know who is interviewing your potential candidates. For this particular reason, our sales recruiters only have a senior partner interview the applicants. Our Phoenix sales headhunters believe that this gives a more personal feel to the executive staffing process. Also, you should watch out for the recruiting companies who take a percentage of the sales employee's commission; you are hiring a sales person to generate revenue for your company, not for the recruiting firm.
Another tip our search executives suggest is that you choose a recruiting agency which has a niche focus. Our sales and marketing headhunters are coming from an impartial view, however recruiting companies who are willing to take on all types of work are not always your best bet. This is primarily the reason why our job agency focuses on sales and marketing. If the recruiting firm has a dedicated division, this could be an exception, however many headhunting firms will claim they have a division tailored to your needs when they do not. Though, this is not always the case. Moreover, our sales recruiters suggest that you thoroughly interview each staffing agency you contact. As a client, you should seek out a staffing agency which has the same employment methodologies as you. This way, you have an idea about the job applicant resumes which you will be receiving. Also, even if you are not working on a retained basis, our sales recruiters suggest not to work with too many firms. As a rule of thumb, per open job position which your company has, our Chicago sales headhunters recommend working with a maximum of two recruitment agencies.
Tips for Writing a Job Requisite for the First Time
Compensation | Why your company is looking | What your company is looking for
When you work with recruiters, many will ask for a job write-up which includes information on your company and the open position. For the reason that many sales and marketing recruiters will simply go by this document, you will want to make it marketable as well as attempt to find sales recruitment agencies which do not go by this document. However, when writing this job opening document, our sales recruiters headhunters suggest that before you begin to write, think about the positive aspects of the sales or marketing position in which you are recruiting for. These facets can include compensation and benefits, future growth, company culture, work location, company products and services and how they are differentiated in the market, management and any other things that you would want to know if you were applying for the job.
When writing a job spec, our sales headhunters have a few phrases you should avoid and a few concepts you ought to put forward.
Phrase: "Cold-calling" should be changed to "prospecting"
Phrase: "Inside sales" should be deleted on any job spec
Compensation: If you are not honest about this, employment candidates will know and it will turn them off. Many companies, when predicting total compensation for a sales position, go too high on the projected sales commission and it makes the open job appear desperate for candidates.
Over-hyping your company: Sales and marketing job seekers will sniff this out and the better professionals will not apply to your job.
Frequently Asked Questions Our Sales Recruiters Receive from First Time Job Applicants
How do I register with your sales recruiting agency? Our sales and marketing headhunters cannot speak for all other recruitment firms, however the rule of thumb is to go about submitting your resume is through the websites of various organizations. Since most recruiting firms receive a tremendous number of resumes on a daily basis, you should make your resume stand out by putting keywords in bold, making sure the recruiters know what type of position you are seeking and whether or not you are willing to relocate. All of these factors will help any job seeker get the attention of recruiting agencies. Do not send a mass email to all recruiting agencies at once as your resume will be ignored. If you decide to do this, bcc the recipients.
Can I speak with a recruiter or headhunter? More often than not, the answer to this question is going to be no. Many first time employment applicants who are just becoming acclimated with recruiters are very uneasy about working in an impersonal manner, however this is the basic protocol. To give you an idea, our sales and marketing recruiters receive over one hundred employment related inquiries per day. If our sales headhunters Los Angeles were to take every call and respond to every email, we would have no time to focus on our core business. Our recruiters also urge you to remember that contacting a recruitment agency too frequently can have the opposite effect and will make headhunters shy away from presenting you to their clients.
Do I have to pay for recruitment services? Absolutely not. Unless you are hiring an agency to professionally fix your resume or contact a mass amount of recruiters for you (not recommended), our sales and marketing headhunters Los Angeles strongly suggest that you do not work with this type of recruiting agency. The staffing agencies that you should work with are the recruitment companies who get paid by their clients. If an employment agency asks you, the candidate, for a fee, walk away from them.
Do recruiters go out and find me a job? We are unsure as to how other sales recruiting agencies work, however, our sale recruiters Los Angeles work the opposite way. Once a client comes to us with a need, our headhunters will refer to our database to see whether we have any fitting applicants. If our sales and marketing recruiters do, we will promptly contact that individual. If our staffing agency does not find a candidate, then we will actively seek out a candidate for our client. While many employment firms will go out and cold-call companies who may be hiring for a position that suites the candidate's background, our firm does not provide this particular service.
I want to move industries. Can a recruiter help me do that? The answer is not always. The reason why companies come to our sales headhunters is that they want something specific. At a minimum, clients will come to our recruiting agency hoping to find someone with a relevant background. Any company can find a sales or marketing professional from a broad range of backgrounds. More often than not, clients will give us specifications as to what they want. This precludes us helping a sales person get into an entirely new industry.
Advice for getting a recruiter's attention
Before sending your resume out, make sure it is properly formatted and looks professional. Since recruiting agencies receive a bulk amount of CVs per day, we have to implement a method for quickly going through the stacks we receive. The first criteria our sales headhunters look for is the formatting of the resume. If you do not have a professional looking, well-formatted resume, you will not get through to most recruiters. Remember the adage about first impressions. If our headhunters could give you only one bit of advice it would be that when you're working with a recruiter for the first time, make sure that your resume is ready. It's all about having clear and well organized formatting.
Make sure that you are submitting your resume to the right recruitment agencies. You would not venture to guess how many resume submissions our sales headhunters receive which have nothing to do with sales and marketing. I believe we make it as clear as possible as to our what our staffing specialties are, but sometimes it does not resonate. Instead of wasting your time sending your resume to any recruiter, pick out staffing agencies which specialize in your area of employment.
Be prepared for when a recruiter calls you. Many recruiters will call unannounced as setting up appointments can become difficult and too time consuming. You should always be ready for a headhunter call and should have your two to three minute elevator speech down.
Don't take it personally if a recruiter cannot take all of your calls. As a professional sales recruiting agency, we ask that you trust us. We understand that the process of finding a new job can be very stressful, however, it is part of our job to keep you updated on how things are progressing. Of course we appreciate you checking in from time to time, however, we ask that you have patience when waiting for a response from the hiring company (it often takes several days, of not a week). It is highly unlikely that we will neglect to tell you once we have received news from them.
Be selective about the recruiters whom you work with. Just like any profession, there are good sales headhunters and there are mediocre sales recruiters. Our sales recruiters Los Angeles say to be sure you interview the recruiters whom you are planning to work with and see whether they have your best interests in mind.
Online and Social Media Marketing - Not Cheap but Necessary
SEO | Social Media | Website Formulation - Generating Leads for a Sales Force The companies which our sales and marketing headhunters work with, are switching from the traditional print, television and radio marketing to online marketing and social media. Since our marketing recruiters do all of our online marketing (including programming) in-house, our headhunters have a very good grasp on what constitutes a solid online marketing professional who will be an asset to your company in the years to come. While many claim to be good at online marketing and social media, this is not too accurate. In fact, becoming good at online marketing can take a long time and even more practice.
Choosing whether social media is right for your firm. The main mediums of social media come from several websites which serve as why to create a buzz for your company and generate leads via word of mouth. Among others, these sites include Facebook, YouTube and Twitter. To create a buzz, first your newly hired marketing professional is going to have to come up with a game plan as to how to best market your firm. He or she can do this various ways such as focusing on price or product / service facets. This is precisely the reason why our sales and marketing recruiters find your firm employees who are creative. If you think about your more well known products, they all have a way of positing themselves within the market in a memorable fashion. This is exactly what your organization's goals, via online marketing ought to be.
Prior to jumping into social media, marketing professionals have to draw people to your website. This is best done through an intelligently written and interesting blog. Your marketing professional should take this job over and begin to write articles that people are going to read. Once this is done, your firm can start promoting any company videos you have put together and can gain a following on Twitter as to where your marketing employee, upon obtaining new industry news, can Tweet the followers of your firm. However, this is not always easy as if you are a software firm, not many people on Twitter are going to follow your firm closely; that is why we have SEO.
Generic SEO - a Potential Monetarily Rewarding Venture Generic Search Engine Optimization - adding content to a website to rank higher in Google searches
Our recruiters, when doing a SEO campaign suggest going the in-house as many SEO firms don't have your best interest at heart and don't know enough about your company and industry to write about it. Also, many top notch search engine optimization companies are very good at billing. Among other reasons, this is why our sales and marketing recruiters recommend bringing a search engine optimization specialist on full-time. Also, there are many SEO firms which our recruiters are asked about offers which seem "too good to be true" SEM results. You know what, our SEM headhunters will be the first to tell you that it is false advertising. However, the advertising is not only false, these companies will often manipulate Google search results which, when Google picks up on it, the search engine will consider your website banned. When it comes down it, if done correctly, SEO can yield great results, however if done improperly, it can hurt your website and overall company.
To connect with our online marketing sales professionals, click here
There are dozens of recruiting agencies which exist, and often our sales and marketing recruiters receive phone calls and emails from job seekers who are, for a first time, looking to work with a headhunter. Below, you will find some advice as to how to get a recruiter's attention, some things to watch out for and some answers to questions you may have.
Click here for a broad overview of what makes a good sales resume
Contacting KAS Placement
310 492 5166 - Click here to learn more about our Los Angeles recruiters
212 348 7670 - Click here to learn more about our New York recruiters
312 238 9175 - Click here to learn more about our Chicago recruiters
Click here to learn more about our San Francisco recruiters
Click here to learn more about our San Diego recruiters
Click here to learn more about our Boston recruiters
Click here to learn more about our Dallas recruiters
Click here to learn more about our Atlanta recruiters
Click here to learn more about our San Jose recruiters
Click here to learn more about our Minneapolis sales headhunters