Hiring your first salesperson is one of the most critical steps in building a sustainable revenue generation system for your company. If you are like many business owners, you have been leading sales yourself. You are taking the meetings, presenting proposals, and closing deals.
But there comes a point when you can’t do it all. You need someone to take the reins so you can focus on growing the business. You have to hire a salesperson.
For Dave, the business owner, and James, the COO, this was the exact challenge. They were ready to hire their first dedicated salesperson. Questions lingered. How do we ensure this hire succeeds? What will their role look like? Should we hire one salesperson or two?
Dave needed to remove himself from the day-to-day sales process to focus on growing the business. At the same time, James, as COO, wanted to support Dave’s transition out of sales so they could collectively scale the business.
These questions are common for business owners building their first sales team. A successful hire is not just about getting a salesperson on board. It is about creating a scalable B2B sales hiring process that fuels your revenue generation system for years to come.
Here’s how to get it right.
Why hiring your first sales rep often fails
Hiring a salesperson for the first time can feel like a leap into the unknown. Many businesses stumble for two reasons.
They hire the wrong person.
This happens when there isn’t a clear understanding of the sales role, responsibilities, or performance expectations before you hire.
They fail to manage and support the new hire.
Even experienced sales reps need structure, coaching, and accountability to succeed.
For business owner Dave and COO James, this was exactly what they wanted to avoid. Up to this point, Dave was running the sales process himself. While he was doing a great job, it wasn’t sustainable. He needed to hand off first-time appointments and parts of the sales process. That way, he could focus on growing the business. James was focused on supporting Dave’s transition out of sales so they could collectively scale the business.
What are the key responsibilities of a first sales hire?
A sustainable revenue generation system starts with clarity. Before you even post a job description, you need to know what your salesperson will be responsible for and how they will fit into your team.
For business owner Dave and COO James, this was key. They identified three core responsibilities for their new hire.
Take over first-time appointments.
Their telemarketing partner was generating leads. Dave was handling all the meetings. The new hire would take this off his plate.
Nurture leads and opportunities.
Beyond the first meeting, the new salesperson would follow up, nurture relationships, and move opportunities forward.
Generate their own leads.
Even with outside telemarketing support, a good salesperson needs to prospect and create opportunities on their own.
Clarifying these responsibilities ensures you hire someone who understands the role. It also sets the foundation for them to grow with your company.
How to structure an effective B2B sales hiring process
A successful hire doesn’t happen by accident. To find the right salesperson, you need a structured B2B sales hiring process. This removes guesswork and helps you evaluate applicants effectively.
Here’s what it looks like.
Write a clear job description.
Define the sales role for success, responsibilities, and performance expectations for the first 30, 60, and 90 days.
Set sales performance expectations.
Outline your expectations for the role. Include activities, such as weekly number of cold calls and meetings, in addition to closed sales. Share these expectations during the hiring process so applicants know what they will be held accountable for.
Follow a structured sales interview process.
Have a structured interview process specifically designed for hiring salespeople. They are great at selling themselves. You want to discern if the candidate can sell your services. Use an interview scorecard and targeted questions to evaluate each applicant objectively.
Assess candidates for sales fit.
Don’t rely only on interviews. They only give you one perspective. Use a sales-specific candidate sales assessment to ensure applicants have the right mindset, skills, and will to sell before hire.
Plan for onboarding before you hire.
The goal of sales onboarding is to speed time to productivity, where your new rep will hit the ground running. Have a plan that takes them from product and services training through closing the first proposal. That may mean it’s 30 days or six months, depending on the complexity of your solutions. Fear not if onboarding is drawn out. They should be selling as part of their learning.
By following this process, you hire someone who not only fits the role but also has the potential to drive real revenue for your company.
What support does a new salesperson need to succeed?
Hiring the right salesperson is just the first step. To ensure they succeed, you need to provide structure, coaching, and regular management.
For business owner Dave and COO James, this was a critical discussion point. Dave didn’t think sales management was for him. He wanted to step back from sales but didn’t want the new hire to feel unsupported.
Here’s how they planned to set their salesperson up for success.
Hold the rep accountable.
Use the performance expectations set during the hiring process to define key activities. These include first-time appointments completed, follow-ups made, and opportunities created. Track these consistently.
Conduct weekly sales meetings.
These meetings keep the salesperson accountable and provide an opportunity to address challenges and track progress.
Provide coaching and feedback.
Even an experienced salesperson needs guidance to stay on track and continually improve their performance.
Require the rep to hold themselves accountable.
Reps should have some skin in the game too. As part of new hire onboarding training, use these 12 ways to achieve sales goals faster as a way for your new hire to determine how they’ll hold themselves accountable.
Managing your new hire doesn’t mean micromanaging them. It’s about giving them the tools, structure, and accountability to succeed.
How can a sales hire enhance your revenue generation system?
When you take a strategic approach to hiring and onboarding your first salesperson, here’s what happens.
- You free up your time to focus on growing the business.
- Your sales process becomes more consistent and scalable.
- Your new hire generates real opportunities and revenue growth.
- You build a sustainable revenue generating system.
Dave and James are on their way to building a scalable sales team that aligns with their growth goals. By clearly defining the role, following a structured hiring process, and preparing to manage their new hire, they are setting themselves up for success.
If you’re ready to hire your first salesperson, you don’t have to figure this out alone.
Ready to hire a salesperson who delivers results?
At KLA Group, we specialize in helping businesses like yours hire and onboard salespeople who can succeed in your organization. From defining the role to planning onboarding through coaching your new hire, we guide you through every step of the process.
Contact KLA Group today to learn how we can help you hire your first rep and build a sales team that drives real growth for your business.
Top Questions Asked About B2B Sales Hiring
What are the key responsibilities of a first sales hire?
Answer: A first sales hire typically handles first-time appointments, nurtures leads and opportunities, and generates their own leads to drive consistent revenue growth.
How do I structure an effective B2B sales hiring process?
Answer: A structured B2B sales hiring process includes writing a clear job description, setting performance expectations, conducting structured interviews, using candidate assessments, and planning onboarding before hiring.
What performance expectations should I set for a new salesperson?
Answer: Set clear performance expectations, like the number of first-time appointments completed, follow-ups made, and opportunities created. Share these during the hiring process to set clear accountability.
How do I support and manage my first sales hire for success?
Answer: Provide ongoing support by holding regular sales meetings, tracking key activities, and offering consistent coaching and feedback to keep your new hire on track.
Why is hiring the right salesperson critical for my revenue generation system?
Answer: The right salesperson frees up your time, creates a scalable sales process, and generates opportunities that drive sustainable revenue growth for your business.
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