The people who work here have qualifications that range from being published authors, to multilingual analysts, to account managers with perfect SAT verbal scores, masters degrees, and more. Meet our team
Talent Beats Bulk In Recruitment
You're not the only one who has hit this site. We obviously have to frequently turn down clients because each person in this office has to be paid like an executive, has to have the intelligence of an executive and has tso gain the respect of sales managers for our clients.
Also, only 2 of us are active recruiters. Recruiting is the easy part if the below mentioned is in place.
We actively do not recruit headhunters. Read More...
How To Interview Like An Entrepreneurial Company
All entrepreneurial companies are referred to as "entrepreneurial" because they consistently have one focus in mind. That focus is growing their business. Now, to achieve this goal, these forward thinking companies have to hire individuals that think like entrepreneurs and that keep a strict focus on what matters. What matters is a consistent increase in the bottom line of the organization.
Without this type of thinking within the group of the company's employees, the firm will seize to reach its full potential. Therefore, upon interviewing potential candidates for any open position, there are certain questions that these organizations should focus on. Below, you will find a list of these questions paired with some potential answers and / or explanations. Read More...
Kindly Note: The content on the majority of our main pages has been updated as of 12/2010 and has more relevant detailed information.
Sales Recruitment Agencies | 866 212 5140
New York City | Chicago | Los Angeles | Houston | Washington DC | Phoenix
Founded in 2004, KAS Placement (KAS Sales Recruiter) is a sales recruitment agency and marketing staffing firm servicing clients throughout the United States, Europe and all Canadian Provinces. The major cities which our sales recruitment agencies work in include Los Angeles, New York, Chicago, Washington DC, Atlanta, Boston, Houston, Dallas, Minneapolis, San Francisco, San Jose, San Diego and Phoenix sales recruitment agency. Additionally, our executive staffing team works in smaller areas as well. To be precise, our company staffs executive level sales and marketing employees within nearly every industry vertical including finance, media and social media recruiting, telecommunications, software recruiting, construction, biotechnology, engineering, food and beverage, insurance, commodities, hardware and much more. The majorities of the job placements in which our sales recruiters make are business to business sales and are in North America. To accommodate foreign clients, we have sales and marketing headhunters who speak various European languages. The two main principals of our firm are Alison Ringo and Ken Sundheim.
Successful Sales Recruitment
The Type of Employees Your Company Should Be Looking For
Our sales recruiters, upon taking on a new account, like to tell our recruitment clients about the types of people whom we like to staff within their organization. First and foremost, our sales recruitment agencies look for sales and marketing professionals who are easy to deal with. This means that the job applicants return our calls promptly, show interest in our client and their prospective industry and job opening, and are communicative throughout the entire process. Second, our sales and marketing placement professionals look for job applicants who are very intelligent. The best sales managers, in our opinion, are the ones who actively seek out job applicants who are smarter than they. Prior to hiring a new employee, a sales or marketing manager ought to write out his or her weaknesses and find an employee who will fill the gap of their particular weakness. From what our sales recruitment agencies have seen, hiring is the perfect opportunity to complement your strengths and fill your weaknesses. A great example would be professional football. The reason why the New England Patriots do not draft a quarterback year over year is because they have Tom Brady. Instead, they opt for somebody in defense or for another position in which they feel exposed tactically.
Third, our New York sales recruitment agency suggests that while you are looking for a new employee, you put less emphasis on the resume and more emphasis on the applicant. Many times, our sales and marketing recruiters work one on one with our clients because they trust our opinion regarding the personalities of these individuals. There are many clients which come to our firm with resume qualifications which are far too specific. When this happens, our Los Angeles headhunters will send pertinent resumes, however the organization will not give any wiggle room and their jobs tend to be open for upwards of an entire year. Instead, when our clients trust our opinion, we are able to present some great applicants to them. Don't get us wrong, our Chicago sales recruiters still send resumes that are pertinent to the position and the industry, however, our Los Angeles sales recruitment agencies believe that by laying down too many hard requirements, we are eliminating a large pool of talent that may be perfect for the position.
Ensuring Your Company Has a Good Name
Any New York sales employment agency or Houston sales recruitment firm would agree that keeping your company name associated with such traits such as honesty, hard-work and politeness should be your absolute priority. With the web, the last thing a company wants is to have somebody write a bad review of them on the web. The trouble with the web is that once you put something up on it, there is almost no way to reverse it. Our Los Angeles sales recruitment team and Chicago sales staffing agency agree that while in theory anyone can go to Google and report abuse, the sheer volume of these complaints must make it highly unlikely that the average person would actually receive a satisfactory response. We suspect that unless the complaint is coming from a high profile corporation, there is very little that can be done to remedy the situation. Additionally, the person who speaks out against you may do so anonymously. Therefore, our New York sales recruiters suggest that your firm take all the necessary steps to prevent being taken advantage of online. In the opinion of our Chicago sales recruitment agency, the best way to prevent this (although a lot of it is out of your hands) is to hire intelligent, smart people who treat everybody with respect and are likable.
The Art of Resume Chucking
Our sales recruiters will not send a resume in unless we are confident that he or she is a fit.
The best organizations which our Houston sales recruitment agency works with are not the type of companies that want to see more than 10 resumes from our sales recruiters. As mentioned above, there has to be a mutual trust between the client and the staffing agency. Getting back to the point at hand, if a client wants more than 10 resumes from our recruiters, we are doing something wrong and should probably no longer be contracted by the client. From what our headhunters have seen, many firms stretch themselves too thinly by contracting too many Los Angeles sales recruitment firms. Prior to sending a resume in to our client, our staffing professionals take great care in interviewing the individual, looking up references as well as background verification. Not many other sales placement agencies do so, and instead they send in resume after resume hoping one will stick. This is not how our organization works and we prefer it that way. We have a firm belief that every candidate whom we submit to our client has the qualifications and the personality to proceed to the next stage in the process. Our Chicago sales recruiting company has heard of clients receiving upwards of 36 resumes from an employment placement firm. Our sales staffing agencies think that this is unacceptable, a point that we make clear to our clientele.
Is Social Media Going to Work For You?
A question that many clients ask our New York sales and marketing recruiters is whether they should begin a social media campaign. The answer is "no" as much as it is "yes." What places our Los Angeles sales recruitment agency above the rest is the fact that our sales and marketing recruiters know the makeup of good social media and sub-par social media which will not provide a proper return on investment. There are many common misconceptions in regards to social media. By definition, our Houston sales staffing agency would agree that social media is anything which is of video and put on YouTube. However, from what our social media recruiters have seen, many companies will have a video of their CEO discussing certain facets of their company. While these videos can provide useful information about the company, they are far more expensive to produce and in reality rarely viewed by customers.
Our sales staffing agencies believe that the best type of social media is free. Some companies are very good at creating a buzz around their products. However, before you jump into a social media marketing attempt, our Houston sales recruitment agency suggests doing your homework. Social media works best for business to consumer type products. For instance, Apple's iPad had no problem promoting its product through the social media channels. However, if our sales staffing agency was to put a video on YouTube, more likely than not, we would receive no viewers. The same goes for software firms that are selling into the financial space. It is very hard to create a buzz around your product to the financial community because they are busy watching the quarterly earnings announcements of equities which they are covering. These days, too many companies are capitalizing on the fact that a lot of marketing employees have little knowledge of social media and social media recruiting and a big check book.
So how do the social media vendors make so much money? For vendors, selling social media is quite easy. This is for two reasons: the snowball effect and lack of knowledge. The snowball effect is when a big name company takes a specific action, thereby causing everyone in their sphere to assume it is a good idea and follow in their footsteps. To give you an example, let's assume that a company signed on Coca Cola and McDonald's as clients for their social media services. It's not very difficult to do social media services for a McDonald's or Coca-Cola. For these companies, the best type of social media is really no social media. The main reason is that both the products which the two companies are selling are very unhealthy for you (I write this as I have a Diet Coke can next to me). McDonald's, especially, wants to stay out of the media if they can afford to do so. Having been on the receiving end of a lot of negative PR about how unhealthy their food is, many fast food companies want to minimize the opportunities they create for people to speak out against them.
What social media campaigning they do engage in is targeted at young adult males who are generally less concerned with their health than other population groups. While social media allows anyone to speak out against fast food companies (or anyone, for that matter), it also allows these companies to advertise without the scrutiny of the media.
Now we know why it is easier to provide social media services to the very large, very well branded companies. How you can avoid being rolled into the snowball effect? The first preventative measure our Houston sales recruitment agency suggests is that you take the time to learn social media internally before making a choice as to whether to hire a particular vendor or come to our New York marketing recruitment team for help hiring a social media marketing professional. This is rule number one when it comes to getting into social media: do not open your checkbook before you know social media and social media recruiting yourself. It may postpone your plans for up to six months, however it is worth it. So, we have the knowledge aspect covered. The last thing we should dig deeper into is the snowball effect. So, what is the snowball effect regarding social media? The snowball effect is what some companies are getting very wealthy off of. Years ago, from what our New York sales recruitment agency has seen, these firms signed on one of two big name clients. Then, these companies were able to leverage those few clients to sign more clients on and before you know it, regardless of their services, they are doing fantastic. This is exactly what our New York social media recruiters want you and your company to avoid.
Methods for Finding Applicants
There are many ways in which our Phoenix sales staffing agency finds our applicants. First, our sales recruiters have an internal database which is solely comprised of highly talented, pre-screened sales and marketing professionals. Our Washington DC sales headhunters give the utmost importance to forming very good relationships with the candidates whom we come across. This includes sales and marketing recruiting of employees in the financial vertical, the media vertical, telecommunications, social media recruiting New York, insurance, software, hardware, business process outsourcing, commercial real-estate, food and beverage, digital media recruitment and much more. Our Houston sales recruitment agency will frequently use these contacts to obtain industry and background pertinent resumes. Additionally, our Minneapolis sales staffing agency utilizes social media to reach out to hundreds of different candidates upon receiving a new job mandate.
Furthermore, as a result of a successful in-house online marketing campaign, our sales recruiters receive hundreds of unique visitors to our website from around the country. The major cities in which the sales and marketing professionals follow us from range from New York City, Los Angeles, Chicago, Washington DC, Phoenix, San Jose, Boston, Minneapolis sales staffing agency and much more. Therefore, job applicants can visit our open jobs page and submit their resume through the contact us form. Also, our New York sales recruitment agencies have access to every major board which, upon receiving a very specific sales or marketing recruiting request, can go out and actively search for the clients. This is a specialty of ours and our Washington DC sales staffing agency and Phoenix recruitment firm is quite good at it. Also, our headhunters are quite good at procuring talent from our client's competition.
Sales Management - Not Being Black and White When Hiring
When hiring new personnel, our sales recruitment agency does not go by the book. Instead, we like to take recent college graduates from top notch universities and train them on sales and marketing recruitment methodologies. As a matter of fact, two of the heads of research at KAS Placement come from an acting background. The point I'm trying to make is that if you put too much emphasis on the background of the person whom you're hiring you are less likely to be successful. Now, there are some exceptions to this rule. For instance, when you're dealing with biotechnology sales or very specific hardware, you probably want to stay within your company's specific niche. Even still, our sales staffing agencies have had very positive experiences placing candidates that are making a transition from a slightly different background. Overall, our Chicago sales staffing agencies highly suggest that you consider all your options when looking for sales employees. Not only will this allow you to test out the market and the going rate of sales and marketing employment seekers, but it will also give you more options when it comes time to make the final decision.
If you are in need of staffing assistance, please do not hesitate to contact one of our recruiting offices today. For the best recruitment service available, call our headquarters today at 212-348-7670 or email inquiries to info@kasplacement.com.