How can you build a sales talent pipeline from scratch?

Defining an ideal sales profile is crucial as it aligns recruiting efforts with the company's strategic goals. It's important to consider not just the immediate role requirements but also the long-term potential for growth and cultural fit. This profile serves as a benchmark throughout the recruiting process, ensuring that candidates are evaluated consistently and objectively. It's also vital to update this profile regularly as market conditions and business needs evolve.

As with any role you need to clearly define what it is you need in your business. What are the traits and level of experience this person will have already? One thing that really helps salespeople also is to ensure you have clearly defined expectations for these roles. People buy into businesses that are transparent and clear with their expectations.

Firstly you need to define your messaging, the “why”. Why join your business, with this role vs elsewhere. Then, depending on budget and already established internal process you need to go to market across various channels. Eg partnering with a specialised agency, direct referrals, job adverts etc. A good way to build consistent talent pipeline is to start putting time and effort into socials.

Leveraging a multi-channel approach in recruiting sales talent is crucial due to the varied nature of sales roles and the diverse backgrounds of top performers. Job boards and career sites provide broad visibility, while niche boards can yield specialized candidates. Social media and professional networks are indispensable for engaging with passive candidates who may not actively be seeking a new role but could be the perfect fit. Employee referrals often lead to hires who fit the company culture and have a shorter ramp-up time. In-person events and meetups can't be underestimated for the personal touch they add to the recruitment process.

A compelling pitch is crucial in differentiating your company in a competitive job market. It should resonate with the values and aspirations of your target candidates, emphasizing career growth opportunities and the unique culture of your organization. Remember, personalization is key—generic messages often fail to engage top talent. Highlighting real employee stories and testimonials can also add authenticity to your pitch, making it more relatable and impactful.

Great business acumen will mean you'll have a great pitch. Be sure to leverage the mission, vision and cultural pillars to engage purpose driven professionals

It shouldn't just be TA reaching out, have the manager get involved in building their bench and involve their team. For great candidates you can't engage have your local VP lean in