Sales Management Recruiters | 866 212 5140
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The sales management recruiters at KAS Placement specialize in the executive placement of high-end professionals at the sales or marketing managerial level and above. Our team of sales management recruiters works in nearly every industry vertical and staffs executive level individuals both domestically and in Canada. In addition to traditional business development management specialists, our sales headhunters look for channel sales business development representatives, dedicated account management representatives, inside sales managers, outside sales managers and all types of upper level marketing employees.
Our sales recruiting agencies staff professionals in New York (212 348 7670), Los Angeles (310 492 5166), Chicago (312 238 9175), San Francisco (415 738 0644), San Diego (619 209 7465), Houston (713 344 1793), Dallas (214 432 9049) Boston (617 938 3403), San Jose (408 416 3432) and many other cities.
Sales Management Recruiters - Keeping Your Subordinates Happy
Our executive sales recruitment team understands that certain traits must be present in an effective business development manager. One of these main traits includes keeping subordinates happy. The biggest mistake a sales manager can make is to lose some of his or her best sales representatives due to a perceived lack of appreciation, under compensation, marketing and advertising backing or some other reason. Sales managers need to understand the current return on investment that each sales representative is providing the company and increase payments where needed. In a perfect world, each sales professional would work strictly on commission, however due to the tax rates on commission, base salary is very important - if not for money, for a perception that the sales manager and hiring entity respects their accomplishments in a manner to which they're accustomed.The Importance of Hiring the Right Sales People
The sales management recruiters at KAS Placement know that hiring the right sales professionals is quite essential to an organization's success. When going through the interview process, an effective business development executive will look for not only people who are in their direct industry, but also for employment applicants who could easily learn the product, and thus become just as much of an asset as those who came from the industry.
However, when it comes to sales quotas and the average size of the sale and subsequent sales cycle, a good sales manager will obtain candidates who mirror these numbers and business acquisition cycle lengths. To provide an example, as sales manager recruiters, if a client has an average sale of $100,000 per sale, we tend to shy away from employment applicants whose quota may only be $50,000 annually. Also, when reading a resume, an effective sales manager will look for job stability. If a potential candidate has jumped around in his or her career, the career hoping should immediately set off a red light. Prior to hiring somebody, a sales manager must also due his or her due diligence which includes obtaining industry pertinent references from former sales managers or business development directors. Upon getting in touch with these individuals, our sales management recruiters prefer that business development manager interview them the same as he or she would the candidate.
Sales Coaching and Mentoring
Sales coaching and mentoring can be one of the most difficult parts of managing a sales force. Our executive headhunters look for sales management professionals with a combination of consultative and aggressive selling styles. These days, nobody wants to feel that they have been "sold." Prospects want to feel that a need of theirs has been met in a timely and efficient manner. Therefore, consultative selling is more of a question and answer session where the sales representative attempts to customize his or her product or service to the prospect's needs. There is a large importance for each business acquisition team manager to teach this to their subordinates. However, aggressive selling must also be taught. This is partly due to the fact that pure consultative sales professionals will sometimes not close the deal. Though the need for aggressive selling styles is less these days, it is still necessary for a sales manager to teach.
How We Find Our Applicants
Our sales manager recruiters go through several channels to procure the best talent for our broad base of clientele. Because of a strict focus on sales and marketing, our executive headhunting team has an internal database comprised of applicants who have already interviewed with our organization and whom can immediately call upon receiving a new recruitment mandate. Additionally, this internal resume database allows our sales headhunters to network with industry pertinent job applicants in order to obtain recommendations.
Another way is through our open jobs page which lists each employment opening that our group is currently working on. The popularity of this page, throughout the years, has yielded our sales manager recruiters thousands upon thousands of qualified job seekers. Its popularity has also prompted several national publications to repost the openings on it. Our team of executive staffing agents also utilizes various means of social media to quickly and effectively reach out to those job seekers who are following us on sites such as Twitter. This is in conjunction with our two recruiting blogs which other employment related sites repost. Finally, each sales manager recruiter at KAS Placement has access to all major job sites including Yahoo, Monster, Ladders, Career Builder and Workopolis (Canada).
Our Recruitment Fee Structure
Our sales manager recruiters charge a flat fee of 20% of the business development manager's base salary. Our executive recruitment team does not charge for any of the commissions made by the individual whom we staff. KAS Placement works on a 30/60/90 day pro-rated guarantee. To give a good example, if the employee is making a base salary of $90,000, the fee of $18,000 would be due in three segments. The initial payment would be due to our sales manager recruiters after 30 days of employment, the second and third payment would be due after 60 and 90 days, respectively. If, for any reason, the candidate left the company and KAS Placement found an employee to replace that individual, the 30/60/90 guarantee would reset. To learn more about the fees and how we work, please feel free to contact our executive headhunting team.
Contact a Sales Manager Recruiter
Whether you are a corporation looking to hire your next business acquisition manager or are an executive seeking a career move and would like to contact a sales manager recruiter, please feel free to visit our contact us page or call our toll-free number at 866 212 5140. Our sales recruiters look forward to assisting you with all of your staffing needs.
Archived Comments: 2008
For both our sales recruiters in Los Angeles and New York, placing management employees is one of our favorite recruiting efforts. When staffing a sales management position, a sales recruiter - and our client - can be a little creative. This type o fsearch allows us to utilize a pool of both Sr. Sales Representatives and existing Sales Managers. There are many "young guns" who are licking their lips at the chance to prove what they can do when in charge of a sales team. Sometimes they are right, other times their sales management views are a little green. Whether they are an experienced or a new prospective sales manager, we look for specific traits that have been proven to aid success in sales management. In both types of candidates, our New York sales management recruiters look for leadership, sales ability and business vision. First and foremost, a sales manager or prospective sales manager should be an exceptional sales representative. They should have keen leadership abilities. A good Los Angeles sales manager should be able to motivate, inspire, teach, lead and mentor a sales team. Our Chicago sales management headhunters make sure that this individual is well educated and therefore understands basic accounting; this is imperative for keeping up with sales numbers. Finally, the candidate must inspire confidence that he or she can bring a unique vision to the hiring company. These days, with all the competition out there, cookie-cutter management ideas are worthless. That is why our Houston sales management clients allow our executive recruitment agency to keep our minds open when choosing which candidates to send through the sales management screening process.