Pursuit

Hiring sales is different from hiring any other position. Why? Recruiting shifts when you have to vet out the soft skills required for sales, rather than matching resumes with open positions. Hard skills are easier to find as they are 'measurable' and soft skills are not; a lot more strategy, preparation, and intentionality are required to seek out the soft skills needed for sales roles. We have placed numerous candidates that weren't a fit on paper but were a strong fit for the actual role. A resume never tells the whole story.

If you're trying to hire an A-Player at the end of the year, they will likely have more hesitations about leaving their role right now. ⬇️

'Tis the season for giving back! We were so blessed to partner with Forerunner Mentoring to bring this sweet family some Christmas joy 🎄

1️⃣ 0️⃣ Y E A R S ! This month, we're celebrating a decade of Pursuit! We've been blessed with partners who trust us to scale their teams, candidates who trust us to help them land a dream role, and our team who work extremely hard to give it their all every single day. This marks a huge chapter in our story, and it's a reflection of all the people who have invested in Pursuit over the years. We're eager to see where the next decade takes us - cheers to 10 more years!

Identify your company needs before you start interviewing marketing candidates! The type of marketer you need heavily depends on what areas your company needs help in, because you are going to find marketers that have deep expertise in one area of marketing and just broad knowledge in others. Do you need an SEO expert? Someone who can nail content but isn't as skilled in demand gen? Narrowing down your marketing needs will help make your interview process smoother for you and for the candidates you're interviewing.

2025 Office Space for 35 people available in Deep Ellum📍 If you are looking for a high-energy atmosphere to motivate your team next year - we are leasing a portion of our office! Based in the old Common Desk space, it is fully furnished and move-in ready. - 1-year lease - $325-$350 per person - Teams of 5-35 people - Free street parking - 10+ Conference rooms - Callboxes - Wi-fi - Coffee - Work alongside an energetic team If this sounds like a fit for your team, reach out to Carter at [email protected]. Lease will be finalized within the next month.

Be wary of the 'Easy Apply' button🔻 There are a ton of candidates on the market right now, making it harder to stand out amongst a mass of resumes and applications. You want your application and messaging to be impactful and speak directly to why you're the BEST fit for the role you're applying for. Unless your LinkedIn profile is already specifically tailored for that role, it might make more sense to reach out and apply directly to give yourself a better shot at landing the role.

🚨 Is Your Interview Process Holding You Back from Hiring Top Talent? 🚨 In today's competitive job market, time is one of the most valuable resources—both for you and your candidates. My next few posts this week will dive deeper into this topic, but here's the harsh truth: an inefficient interview process can cripple your ability to hire the best people. Why it matters: Lost talent: A-player candidates have options. If your process takes too long or lacks clarity, top candidates will get frustrated and move on. Diminished candidate experience: The interview is your first real interaction with a potential future team member. A confusing or disorganized process sends the message that your company lacks structure. Inefficient decisions: Long, drawn-out processes often lead to indecision and missed opportunities to hire quickly and decisively. What you can do: Streamline the process: Reduce unnecessary steps and make sure each interview is purposeful. Set expectations early: Let candidates know what the process looks like and how long it will take. Embrace collaboration: Ensure all stakeholders are aligned and involved early to avoid delays down the line. Focus on what matters: Ask the right questions to assess skills, fit, and potential—without overcomplicating things. Your interview process is a reflection of your company culture. If it's clunky, confusing, or drawn-out, you're sending the wrong message to top talent. 💡 Remember: A smooth, efficient interview process = a great candidate experience = better hires. Period. If you're struggling to optimize your hiring process, let’s connect! I’d love to share strategies that can help you streamline and get results faster. #Hiring #TalentAcquisition #CandidateExperience #RecruitmentStrategy #InterviewProcess #HiringTips #Leadership #HR

Get specific on your LinkedIn profile! Especially when it comes to marketing roles, the necessary skills can vary vastly from role to role. So getting really specific on your profile helps recruiters and hiring managers know upfront if you'd be a good fit for the role. For example: If you're a content marketer, don't just say 'content marketing'. Is it internal communications or social media? Email marketing or video production? If you do startup marketing, were you the first marketing hire for the company? Did you build out the marketing function or a marketing team from the ground up? Adding specifics to your LinkedIn profile helps recruiters and hiring managers know how your experience translates to what they are looking for.

More often than not, managers make LESS than individual contributors in sales organizations. An IC role and a managerial role require much different personalities. While many industries promote climbing the ladder as a way to advance your career, individual contributors in sales have the opportunity to see success at every stage. To hear Kyle Jager share more on the differences in IC vs managerial roles, listen to our full episode: https://hubs.la/Q02XMCxN0