Sales recruitment
Hire salespeople who can sell,not just interview well.
The strongest person in an interview room is rarely the strongest salesperson in your market. We replace gut feel with an evidence-led hiring process, so the person you hire is the person who performs.
Is this you
The interview went brilliantly. The first year did not.
- You have hired salespeople who presented beautifully and never hit quota.
- Your best rep cannot be cloned, because nobody can say what they actually do differently.
- A recruiter sends a shortlist, and the real decision still comes down to instinct.
- New starters get a laptop and a price list, then a year to work the rest out alone.
Who we hire for
Every seat in the sales team. Each one profiled for what it really demands.
A great account manager and a great sales manager succeed for different reasons. We profile the seat first, then assess candidates against it, rather than hiring the same personality for every role.
Salespeople and account executives
The people who carry the number. We test whether they can find, qualify and close new business in your market, not just talk about it.
Sales reps and business development
Hunters who open doors. We measure prospecting discipline, resilience to rejection and the motivation to keep the pipeline full.
Sales managers and leaders
The hire that multiplies or divides a team. We assess coaching ability, pipeline discipline and whether they can lead sellers rather than out-sell them.
The process
Profile. Attract. Select. Nine steps, run in order, every time.
Define the role before the vacancy exists, then define the person who can do it, and measure objectively whether they can.
- Profile the role
- Profile the candidate
- Assess the candidate
The best salespeople are not reading job boards. Reaching them takes an advert written for them and a bench built before you need it.
- Write the advertisement
- Source the candidate
- Shortlist the candidate
Interview under pressure, check the references that actually matter, and onboard so the first 90 days build momentum.
- Interview and role play
- Due diligence
- Onboard the hire
The shift
From hiring on instinct to hiring on evidence.
From
- A job advert that reads like a job description
- A shortlist built from whoever happened to apply
- An interview that rewards the best talker in the room
- A reference call with a friendly former colleague
- A new starter handed the keys and left to it
To
- An advert written for the salesperson you want to reach
- A bench of A players built before the role opens
- A role play that shows how they sell under pressure
- A former sales manager on the record about performance
- A structured 90-day onboarding with a scorecard
Why SalesStar
Not a recruitment agency. A sales team that knows what good looks like.
We are sales coaches who hire salespeople, using the same assessment science we use to develop the teams we already coach. That is a different job from filling a vacancy.
Two decades in the field
Over 20 years building and rebuilding sales teams, with a method tested across more than 600 client engagements.
A scientific assessment
Objective Management Group assessments measure selling capability, sales DNA and motivation, to predict how a candidate will perform in your market rather than how they present in a room.
Sales specialists, not generalists
The people running your process have carried a number and led teams. They know what a strong salesperson sounds like.
Proof
Our clients don’t talk about “better candidates.” They talk about the team they built.
Now attracting A players, with onboarding that keeps them
631 applicants narrowed to 20 for screening
21 Years
600+ Client engagements
37% Average YOY growth
Meet your coaches
The people who will run your hiring process.
Andrea Howden
Recruitment · ANZ
Paul Dunphy
Strategic Sales Coach
Juan Pablo Urruchua
SalesStar · Mexico
How to start
Three steps to your next hire.
Book a growth session, and we review how you hire salespeople today
We profile the role and the person, then assess your candidates objectively
You hire, and we stay through onboarding until the new rep is producing
Frequently asked questions
Common Questions
Usually not. An agency charges a fee and still hands the final decision back to you, so the hardest part stays exactly where it was. We build the capability inside your business instead, so the process is yours to run again next time you hire.
Yes. Sales manager hires are profiled and assessed differently, for coaching ability and pipeline discipline rather than personal selling, because the best seller is often not the best leader.
Objective Management Group assessments, which measure selling capability, sales DNA and motivation rather than personality. They are built specifically to predict sales performance, and we use the same science with the teams we coach.
It depends on the seniority of the role and how strong your candidate bench already is. Profiling and assessment move quickly; sourcing passive candidates is the part worth not rushing.
The onboarding phase exists to catch that early. A structured first 90 days against a scorecard makes a mismatch visible in weeks rather than a year, while there is still time to coach it or correct it.
The next step
Your next hire is either a cost or a compounding asset.
One conversation is enough to see where your hiring process leaks today, and what a scientifically selected salesperson would change about your number.