OUR APPROACH
Define the Salesperson Your Business Actually Needs
A Better Sales Hire Requires More Than a Better Hiring Process.
Most companies start with the candidate. I start with the environment the salesperson will be expected to succeed in.
We first define where growth needs to come from, who you're selling to, how you'll sell, and what success looks like. That becomes the foundation for defining the role and objectively evaluating candidates.
And the work doesn't stop when someone is hired. Clear expectations, onboarding, accountability and leadership help give the right salesperson the best opportunity to succeed.
That's the thinking behind the Intentional Sales Growth System.
Design the Sales Environment
Intentional Sales Hiring System
Sales Leadership Rhythm
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CLARITY
CONFIDENCE
CONSISTENCY
Less Guesswork. More Objective Sales Decisions.
Experience and a good interview aren't enough to predict whether someone will succeed in a sales role.
I combine firsthand sales leadership experience with objective assessment data and a structured process to help Presidents and sales leaders make better decisions about the people responsible for growth.
Define Before You Evaluate
We first establish what the business needs, how the salesperson will sell, and what success requires. That becomes the basis for evaluating the person. It doesn't start with a generic job description.
Look Beyond the Interview
Objective sales assessment data, structured interviews, and real-world evaluation help uncover strengths, weaknesses, and potential gaps that resumes and rehearsed answers can miss.
Evaluate Fit for the Role
The goal isn't simply to find a “good salesperson.” It's to determine whether someone has the skills and competencies required to succeed in the specific role.
The same approach can also be used to evaluate existing salespeople or someone being considered for a sales management role.