DOWNLOAD THE CEO's GUIDE: HIRE SALESPEOPLE WHO WORK & SELL
Stop hiring on gut feel. Build a system that screens for drive, grit, and skill.
Hire salespeople who are willing to work and ready to sell.
Stop gambling on interviews. Combine analytics with a sales recruiting system to screen out non-performers so you only interview candidates that can become great salespeople.
18-minute read · PDF download · No fluff, all signal
The Villain: Lazy Candidates in Disguise
It’s not generational, it’s structural. Without analytics, hiring defaults to charm and gut feel.
Generic personality tests can show if someone likes the idea of selling, but they can’t predict if they’ll prospect, handle rejection, or close. That’s how complacency infects your culture.
The Real Cost:
Wasted money
Wasted time
Slowed momentum
Credibility Strip:
Built on Objective Management Group data across 2.5M+ salespeople.
92% of recommended candidates perform in the top half of their teams.
The Solution: Analytics-First Recruiting
Treat sales talent like any major acquisition: do real due diligence.
Use diagnostics to measure the Sales Talent Triad—Heartset, Mindset, and Skillset—so only driven, coachable candidates make it to an interview.
The Sales Talent Triad:
Heartset (Will to Sell): Desire · Commitment · Responsibility
Mindset (Sales DNA): Money talk · Rejection recovery · Tough questions
Skillset (Tactical): Prospecting · Qualifying · Consultative · Closing
Bench Building: Always be interviewing · Open spots for A-players
How to screen out friendly-but-unmotivated candidates
The CEO’s due diligence for sales hiring
Using Will to Sell & Sales DNA as predictive analytics
Bench-building habits your managers must own
Scorecard interviews that stop gut-feel hires
A quick self-assessment to find gaps in your process
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