High-Performance Sales Recruitment
Build a sales team that delivers results with talent selected using proven, objective science.
At SalesStar, we help businesses reduce hiring risk and improve performance by identifying sales professionals who consistently drive measurable growth.
Why Choose SalesStar for Recruitment?
Proven Track Record
For over two decades, we have helped businesses build higher-performing sales teams using objective, scientifically validated methodologies that improve hiring decisions and commercial outcomes.
Scientific Approach
We use Objective Management Group’s assessment tools to evaluate commercial capability and apply predictive analysis to identify candidates with genuine high-performance potential before costly hiring decisions are made.
Sales Specialists
Our consultants are sales practitioners by background, with first-hand experience of building and leading sales teams… not generalist recruiters removed from commercial reality.
Benefits of Strategic Recruitment
Our Scientific Recruitment Process
Together, these phases form a disciplined, evidence-based recruitment process designed to reduce hiring risk and improve sales performance.
Profile
This first phase establishes the strategic foundation for effective sales recruitment. It replaces intuition and guesswork with a structured, scientific approach to identifying salespeople who are genuinely capable of delivering high performance in your business.
The Profile phase consists of three critical steps:
Profiling Your Role
Before any hiring decision is made, we help you define the sales role with strategic clarity.
This goes well beyond filling a vacancy. It is about determining the type of salesperson required to deliver your company’s growth objectives and execute your sales strategy effectively.
Profiling the Candidate
Once the role is clearly defined, the focus shifts to the ideal candidate profile.
This step assesses not only capability and skill, but also how an individual will fit within your team, engage with your customers, and align with your leadership and management style. The objective is to ensure the right people fit commercially, culturally and operationally.
Assessing the Candidate
This step introduces a rigorous, objective approach to candidate evaluation.
We look beyond interview performance to determine, with scientific accuracy, whether a candidate has the genuine selling capability required to succeed in your business.
Attract
This phase focuses on attracting the right sales talent, recognising that high performers are rarely active job seekers. It applies a deliberate, targeted approach to engaging candidates who are already successful, but open to the right opportunity.
The Attract phase comprises three strategic steps:
Writing the Advertisement
We help you craft role advertising that speaks directly to high-calibre sales professionals.
This goes beyond a job description or corporate promotion. It is about communicating what genuinely matters to strong performers. Ensuring your message attracts candidates who are both capable and aligned with the role.
Sourcing Your Candidate
Recognising that strong sales performers are rarely active job seekers, this step focuses on proactively engaging passive candidates.
The objective is to build a qualified bench of high-performing sales talent, creating a ready pipeline that reduces time-to-hire and removes pressure from reactive recruitment.
Shortlisting Your Candidate
This step focuses on narrowing the candidate field with discipline and intent.
Rather than conducting numerous surface-level interviews, we utilise earlier profiling and assessment data to shortlist a small number of high-potential candidates, typically three to four, ensuring that your time is invested only where there is a genuine likelihood of success.
Select
This final phase is where informed decisions are made. It brings carefully profiled and attracted candidates through a rigorous, structured evaluation process to ensure you appoint the individual most likely to succeed.
The Select phase includes three critical steps:
Interviewing
This step moves beyond conventional interview questioning.
We support structured, high-quality interviews that often include situational role-play, allowing you to observe how candidates think, communicate and perform under realistic commercial pressure. This provides clear insight into how they would engage with your target market in real sales situations.
Due Diligence
This step places emphasis on rigorous, commercially relevant reference checking.
Rather than relying on personal or character references, we focus on obtaining feedback from previous sales managers who can provide objective insight into a candidate’s performance, behaviour and results. Reluctance to provide this level of reference is treated as a material risk indicator.
Onboarding the Candidate
This final step ensures new hires are positioned to perform from day one.
We help you implement a structured, disciplined onboarding approach that goes well beyond basic induction. Effective onboarding accelerates integration, sets clear performance expectations, and enables salespeople to deliver results faster and more consistently.
How Effective Is Your Sales Recruitment Process?
Not ready to change your recruitment process? Start by pressure-testing it.
The Recruitment Effectiveness Check allows you to assess your current sales hiring approach against SalesStar’s proven recruitment methodology.
It highlights strengths, gaps, and risk areas across role definition, attraction, selection and onboarding, giving you a clear, objective view of where your process supports performance, and where it may be exposing you to unnecessary hiring risk.
This is not a sales pitch. It is a structured diagnostic designed to help you make more informed recruitment decisions, whether you work with us or not.
Contact Us
SalesStar UK
UK Head Office
CN House,
Cheadle Royal Business Park,
Brooks Dr,
Cheadle,
SK8 3TD
Our Recruitment Experts
Alison Fell
Managing Partner
Alison brings extensive experience in medical sales leadership, giving her a clear, practical understanding of what high-performing sales talent looks like. She now applies this insight to sales recruitment, helping businesses identify and select sales professionals who can perform under pressure and deliver results.
Jim Nilsson
Strategic Sales Coach
Jim has nearly 30 years’ experience growing international B2B companies through building high-performing sales leaders and teams. Having held senior commercial and general management roles, he brings a disciplined, results-driven perspective to sales recruitment, helping businesses select sales talent capable of executing strategy and delivering sustainable growth.
Mike Van Camp
Strategic Sales Coach
Mike has more than three decades of international leadership experience building sales leaders, teams and go-to-market strategies across industrial and technology sectors. He now applies this commercial insight to sales recruitment, helping businesses select sales talent capable of performing across diverse markets and growth environments.