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As a NYC recruitment expert, a Los Angeles sales staffing professional, a Chicago recruitment agency, contributor, and an involved member with an Atlanta sales employment agency, we tend to get a lot of the same executive sales staffing questions from clients looking to use our sales recruiting agency - particularly certain divisions like our NYC sales headhunting team.

For your convenience, the sales recruitment professionals at KAS Placement have put some answers to these frequently asked questions in writing. Any further questions should be directed to one of our senior personnel. You can reach a executive recruiter NYC or at another location via our main phone number: 866.212.5140 or by emailing info@kasplacement.com.

Yes and frequently. Our sales recruitment agency does recruit from competitors and we've had great success, though we always make our hiring clients aware of two caveats. The first sales executive search haphazard rings true about 80% of the time in many executive sales recruiting scenarios, and that rule is that your firm must pay up. Not just a little, but a lot.

Second, beware of what could be a false sense of competence from some of the sales representatives at your targeted company. For instance, unless your company is willing to pay a substantial raise on the base salary, the current sales executive staffing prospect has to be jumping ship for a reason. To give you an example, Goldman Sachs is constantly able to poach the best employees time and time again. Why? Because they can pay and have the best reputation in the business. Unless your company is Apple, Google or Goldman, a competitor's employee will probably not leave simply for the name recognition.

Many times, sales representatives will want to jump to a competitor because it is an easy hire and they may not be making their sales quotas at their current employer. Also, they may come with an air-tight non-compete which makes the allure of hiring this sales person even less enthralling. Though, if we dig a little bit deeper into the situation, we can decipher a few things that will raise red flags (our NYC recruiters see this all the time and know what to look out for). First, if you think this particular competitor is a good company, therefore they are most likely making money. If the company is making money, then the sales representatives are usually happy and paid well. Therefore, why would a good sales representative move employment for an extra $5,000 to $10,000 in base salary?

Sometimes, the applicant will tell one of our recruiters that the reason they want to leave is because they don't like their management. Occasionally, this will pass with our sales headhunters, but if a rep is really selling and moving their product or service, why would management be nothing, but graceful to them?

Here is the biggest trap that we see in our executive sales searches: the big competitor. To give you an example, we sometimes have smaller firms come to us asking for a sales employee from a big competitor i.e. IBM. The problem here is that a small business has a different culture from a large conglomerate. At a large conglomerate such as IBM, business comes to you. Yes, the resumes from these companies look impressive with large numbers and name clients, but most of these accolades came from their company name, not their sales skills. During the sales recruiting process, we have had some reps successfully switch from a large firm to a more entrepreneurial, smaller company, but keep in mind that sales at different sized companies can be a completely different ball game.



All the time. The KAS Sales Staffing Agency is often brought in to recruit sales representatives with highly specific employment backgrounds. Just recently our sales search agency was given a job requisite to find a software sales person, who has a meteorology background and who has worked at a weather derivatives trading desk. Our client used about five or six other firms. Our NYC recruiters found three matches within a week and the hire was made by our client within another week. The job had been open for months before that.

Many are surprised when our recruiting agents tell a client that performing a job search for someone who has a more specific background tends to be easier. When our sales headhunting agencies go about a placement that is very broad, our recruiters don't always know where to begin. For instance, if a client in the food and beverage industry is tired of failing sales managers within their company and wants to go outside the industry vertical, our sales headhunting agency is glad to do the search, however we do need a list of specific industries in which our client would believe to be a potential match for the job. Otherwise, we will not be able to perform the search.



Two to three. Unlike many sales recruiting agencies, KAS Placement's employment search method is very systematic. We have a team of sales headhunters in NYC who simply gather resumes and pass the matching applicants to a Sr. Sales Recruiter. Once the first sales executive search professional likes the job applicant, they are passed off to a second sales staffing agent. Finally, the executive sales resume goes to the President of the company, Ken Sundheim (NYC Recruiters Team). Once the entire team discusses and decides to move forward with a sales candidate, the CV is then passed on to our client.



Many Ways. Our NYC sales recruiters in conjunction with our Los Angeles staffing agency, Chicago executive sales search firm, Atlanta employment group, Boston recruitment firm and Houston recruiting company find sales candidates many ways. Depending on the particular placement, the resumes which come to our sales headhunting agencies and end up in a successful employment staffing can come via a myriad of different ways.

1. Extensive Internal Database - Our marketing and San Diego sales headhunting team, throughout the years have compiled a very large internal resume database of simply marketing and business development professionals. Because we only focus on these two disciplines, our sales headhunting agencies have become very trusted and highly respected by many job candidates. Therefore, when we receive a new job opening from one of our existing or new clients, our headhunters are swiftly able to go through former applicants whom we already know. This makes the recruitment process a whole lot easier as second introductions are a lot easier than initial contact with a headhunting candidate.

2. Executive Sales Recruitment Referrals - Since our inception in 2004, our sales headhunters have strictly been focusing on marketing, media, advertising and sales recruiting. Due to the hard work and dedication of our San Francisco sales headhunters, our executive staffing agency has a database of thousands of sales professionals with whom we've spoken with regarding a prior job and, if necessary whom we can obtain professional references from. Our sales recruiters make it a point to keep in close contact with nearly every employment seeker whom our San Diego sales headhunting agencies come across. This type of personalized recruitment attention is greatly appreciated by any and all job applicants, and upon contact, most are more than happy to provide our executive staffing professionals with a few of their friends or colleagues who may be a fit for the employment opening.

3. Internet Research - The KAS Dallas sales headhunting agencies, have decided executive employment recruiters who do vast amounts of industry, client and client competitor research via the web, tend to locate potential job candidates who otherwise would not have been found. Our Francisco sales headhunters belong to many trade blogs and websites which prove very useful to our recruitment agency. Also, our executive search team has a very popular blog and will often post new jobs via this site. Because our executive sales recruitment team receives comments all the time from job seekers via our posts, we keep those various means of correspondence for when our headhunting agencies have a pertinent employment opening. Also, our San Francisco sales headhunters are exceedingly good at web research, and when doing due diligence on our client's industry, we often come across articles from marketing and sales professionals in that particular arena. Following this, all our Dallas sales headhunters have to do is make a phone call.

4. Website Resume Submissions - Due to its popularity, our Boston sales headhunters' website receives over two hundred visitors per day. This popularity is all due to the marketing initiatives of our internal staffing team. The headhunting website will usually transmit to roughly sixty to seventy sales resumes. Our recruiting professionals are able to go through the websites on a daily basis, and while most are irrelevant to the particular searches which we are involved in (the resumes send to our headhunters via our open jobs page has a much bigger accuracy rate), however are good enough to put in our internal database for later use. There are many factors as to why our sales hunters has a very efficient and relevant flow of incoming job applicant resumes. One of these reasons happens to be that our sales headhunters receive job related contact from just about every major city including New York City, Los Angeles, Boston, Miami, San Francisco, San Jose, San Diego, Minneapolis, Washington DC, Atlanta, Dallas Houston, and more. Even though the aforementioned areas are where we do most of our headhunting, KAS Placement sales recruiters work in smaller rural areas as well.

Our staffing professionals receive resumes from all industry verticals including, but not limited to entertainment, garment and fashion, financial and hedge fund recruiting, insurance, various types of hardware sales, software, IT consulting, e-commerce, telecommunications, logistics, freight, accounting services, legal services, food and beverage, agriculture, beauty, commercial real estate, CAD software, engineering, architectural design, education, social media, rich media, traditional media, manufacturing office supplies, computer chip industry (semiconductor).

5. KAS Placement Job Site - Unless our headhunting client opts not to publicly disclose any information, our job listings are often followed by many sales job seekers throughout nearly every major city including our hubs. Once our San Francisco sales headhunting agencies receive a new job from a client, we post it on our open jobs. Once the position is listed on our open jobs page, many smaller, niche employment listings will automatically repost the employment opening. This is in addition to several large, national newspapers picking the job up and, just like the smaller website, they will repost our sales headhunting agencies' job. For usability, this is exactly the reason why our San Francisco sales headhunters formulated and, through highly intelligent advertising and marketing, made this particular page as popular as it is today.

6. Social Media - There are only a few ways to use LinkedIn for proper sales recruiting and we have dedicated executive staffing recruiters who know how and are able to utilize and uncover the wealth of information that lies beneath a seemingly endless stack of impertinent resumes. Additionally, our sales headhunting agencies use such sites as Twitter to enable our sales recruiters to, within a fraction of a second, send our employment followers an open job listing. There are a few ways our staffing professionals receive followers via our social media sites which our headhunters frequently utilize. First, we often write blogs which are geared towards employment related topics. Because of the visitors to our blog, our sales recruiters often receive followers on various media sites such as Digg. Additionally, throughout the years, our sales headhunters have worked hard to make a good name for itself in the sales headhunting industry. Therefore, many employment seekers, throughout the United States like to follow our news and open job postings without having to visit our site on a daily basis. Social media and online media is the best way to do that.

7. Job Boards - Because of the success of our San Francisco sales headhunters, KAS Placement has the resources to pay for each and every job board available. Although we don't use these as much as the other executive sales search methods, the job boards can prove useful from time to time. These subscriptions, though pricey, are highly needed by our sales headhunting agencies. When we receive a very specific request from a recruiting client, often our staffing agents will use Monster, Hotjobs, Dice, CareerBuilder, Workopolis (Canada) and many other smaller sites. The head of our research department, Alison Ringo, is exceedingly effective at finding recruitment candidates via these means.



Yes, our Sales Recruiters can have amazingly quick turnarounds. With the team that we have at our sales recruiting firms, quick turnarounds can usually be done - sometimes even in bulk.

However, we ask that our recruiting clients to please keep in mind that it is not the location of nor the number of sales candidates whom your agency is hiring which determines the length of the employment process. Instead, it is contingent on many other factors. One of the factors which often comes into play with our sales headhunting agencies is the budget our client has to hire this particular sales person in comparison to what the market rate is. For instance, if you would like our sales staffing professionals to obtain a sales candidate who has sold telecommunications hardware into financial firms, a base of $60,000 will not yield you the best results from not just ours, but any headhunters. Therefore, our sales recruiters like to show our clients a range of applicants from a range of salaries who fit their criteria so they can best choose whom to pick from our headhunters.

The second factor is not much of a factor for our sales headhunting agencies, but will delay the executive search process a few days. If your company would like something very specific from our sales recruiters, the search methods in which we will have to revert to can take a few days longer. However, the reason this is not such a factor as our recruiters typically know within days whether or not the applicant which you want is obtainable.

Location also comes into play when our sales headhunters are estimating the time a search will take. For instance, if you are in Los Angeles and want an oil and gas sales professional in your LA office, you're in for a long search as everybody knows that Houston, San Antonio and Dallas are the major players in that industry. To give another example, if you would like a sales professional who has sold software into casinos located in New York City, you're in for a long, arduous headhunting process. Our sales recruitment team understands that these are very extreme examples, however our headhunters know that you cannot sell snow in Anchorage.

Only about 5% of the time, our sales recruiters cannot complete a project.



Sometimes. Our executive sales headhunting agencies receive calls from foreign companies looking to get an American business development professional overseas, however we only take on the search if the location is one of interest to our applicants and it must be English speaking. Our New York sales recruitment process is longer, so we do charge a higher fee for this service. For international sales staffing, please call the main NYC sales recruiter office at +001.212.348.7670



All over the Western World, the entire U.S. and Canada. KAS Placement does executive sales staffing all over the U.S. and are not limited to any particular city or state. Some of the facets we have been exceedingly successful in are New York and LA sales staffing, Chicago sales recruiting, Atlanta sales headhunting and more. KAS Placement has done sales headhunting agency work in every major city in the United States.



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