Pree Sarkar’s Post

Hiring by committee does not work! Who should make the decision in a hiring process? In my opinion it should be the immediate hiring manager of the role only (with possible final sign-off from CEO or Senior Leadership). Feedback from VP's saying things like 'I loved them and thought they were perfect but 'Jill' in my Pre-sales team was concerned about the quality of their discovery questions. OR 'Dave' in our HR team was concerned about their fit culturally...and so on. Yes the feedback from others interviewing during the process should be taken into account and any major red flags should be listened to, but if you are building 'your' team it should be your decision, right? Afterall who is going to get it in the neck if they don't work out? #saas #recruitment #hiringcomittee #executivesearch

My biggest challenge I had with partnering with this particular business Was trying to change their senior leaders perspective On long and drawn out hiring processes. The hirers that I had relationships with were frustrated with it. Not just at losing great sales talent to offers But seeing the same talent that they've interviewed put time and effort in Join the competition. And It comes to no surprise that candidates also find this process just as frustrating As a result of to many interview rounds and slow decision making. The businesses that are successful at hiring top sales talent Always have a short and efficient hiring process That just flows With quick decisions on candidates Which ultimately results in increased offers Successful hires And a great hiring experience for the candidate. With this process, everyone's a winner, right? #Hiring #Sales #HiringProcess

If your recruiting department is not operating as a strategic function of your business strategy, you're doing it wrong. We see it all the time - companies utilize their talent acquisition function as a brute tool (IE: go find me XYZ person) and implement success metrics like: 1) Outbound (how many candidates have you contacted) 2) Time to fill (how quickly can we fill the position) 3) Submission rates (how many candidates did you submit) These are low quality OKRs that are inefficient, create incredibly low signal to noise, and fosters an overall low IQ talent function. The reason they are popular is because they are easy and dumb enough to work. Think of it in this capacity - if you were to hire a Head of Sales would you evaluate their success based on how many cold calls they generated or would you expect a significantly more strategic thinker who engages with every single department to optimize value across the entire org?

You’re stretched across multiple roles. Sales hiring shouldn’t be another plate you’re spinning. Recruiting top sales talent is a whole different beast, requiring deep industry insight, strategic outreach, and the ability to tap into passive candidates. Poor sales hires can cost up to 30% of their first-year earnings. And that’s just the financial impact. What about missed deals and revenue? PwC reports 77% of CEOs struggle with finding and keeping talent, yet so many companies still DIY their sales recruitment. Why? Your expertise is in managing generalist recruitment and HR strategy (both of which are time-consuming enough), not chasing down sales unicorns. Leverage specialists who know the game and free yourself up for what truly matters—retaining the talent you’ve already got and driving culture. Need help? Reach out to our specialist team today! #TalentAcquisition #HRLeaders #salesrecruitment #talentstrategy #hiring

If your recruiting department is not operating as a strategic function of your business strategy, you're doing it wrong. We see it all the time - companies utilize their talent acquisition function as a brute tool (IE: go find me XYZ person) and implement success metrics like: 1) Outbound (how many candidates have you contacted) 2) Time to fill (how quickly can we fill the position) 3) Submission rates (how many candidates did you submit) These are low quality OKRs that are inefficient, create incredibly low signal to noise, and fosters an overall low IQ talent function. The reason they are popular is because they are easy and dumb enough to work. Think of it in this capacity - if you were to hire a Head of Sales would you evaluate their success based on how many cold calls they generated or would you expect a significantly more strategic thinker who engages with every single department to optimize value across the entire org?

Some believe that reaching out to executives instead of recruiters as a "new' tactic in order to get noticed. In today's job market, recruiters cannot handle the load of applicants. Applying online means there are many walls in front of the hiring manager you need to meet including: -Applicant Tracking Systems -Recruiters that don't make hiring decisions, -And a lot of competition. How do you do this? Lean into your Leadership Skills with a strategy and courage. Then, take these steps: 1) Research to address their challenges. 2) Reach out with compelling messages. 3) Communicate your unique value and impact. 4) Demonstrate your ROI. #CareerStrategy

𝐖𝐡𝐲 𝐓𝐫𝐚𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐃𝐨𝐞𝐬𝐧'𝐭 𝐖𝐨𝐫𝐤 𝐟𝐨𝐫 𝐒𝐚𝐥𝐞𝐬 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 🚫 In today's fast-evolving business landscape, traditional recruitment methods simply fall short, especially when it comes to filling sales leadership roles. At Suncoast Partners International, we understand that the dynamic nature of sales demands a more strategic approach. 🔍 𝐅𝐮𝐭𝐮𝐫𝐞-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Our talent acquisition isn't just about filling vacancies; it's about foreseeing your future needs and aligning them with your long-term business goals. We proactively identify and engage with passive candidates, ensuring a continuous pipeline of top-tier sales leadership talent. 💡 𝐁𝐞𝐲𝐨𝐧𝐝 𝐭𝐡𝐞 𝐑𝐞𝐬𝐮𝐦𝐞: We look deeper than just the qualifications on a resume. By focusing on proven sales growth achievements and leadership capabilities, we identify individuals who can truly drive your business forward. 🤝 𝐂𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐭𝐢𝐯𝐞 𝐀𝐩𝐩𝐫𝐨𝐚𝐜𝐡: Our expertise in sales leadership allows us to provide valuable insights and advice, helping you define and refine the leadership qualities needed for your sales teams to excel. 🌐 𝐒𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐳𝐞𝐝 𝐈𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐞𝐬: We specialize in sectors like Healthcare Technology and IT, placing high-caliber professionals in roles ranging from Chief Revenue Officers to Senior Account Executives. Traditional recruitment methods might give you a leader, but at Suncoast Partners, we bring you a catalyst who will not only meet but exceed your sales targets. ________________________________ 🔗 Contact us to discover how we can bring transformative leadership to your organization. ✉ [email protected] | ✆ 941-320-5277 | Let's Talk #SalesLeadership #ExecutiveSearch #TalentAcquisition #SuncoastPartners #HealthcareTechnology #InformationTechnology

Some believe that reaching out to executives instead of recruiters as a "new' tactic in order to get noticed,. In today's job market, recruiters cannot handle the load of applicants. Applying online means there are many walls in front of the hiring manager you need to meet including: -Applicant Tracking Systems -Recruiters that don't make hiring decisions, -And a lot of competition. How do you do this? Lean into your Leadership Skills with a strategy, and courage. Then, take these steps: 1) Research to address their challenges. 2) Reach out with compelling messages. 3) Communicate your unique value and impact. 4) Demonstrate your ROI. There's a course for this. See the comments #CareerStrategy.

Staying ahead in a Competitive Market🚀 The sales landscape is evolving rapidly this September, with more companies actively seeking top-tier talent. As the demand for skilled sales professionals grows, the competition to attract and retain the best candidates has never been fiercer. In such a competitive market, how are you adapting your hiring strategies to ensure your team stays ahead? I’d love to hear your thoughts—what challenges are you facing, and what solutions have been effective for your organization? Let’s discuss!👇 #sales #SalesTalent #RecruitmentChallenges #CompetitiveHiring #TalentStrategy

Improving your sales recruiting process is crucial for attracting top talent efficiently, reducing hiring mistakes, and accelerating team growth. 💯 By refining your process, you ensure that you consistently bring in high-quality candidates who align with your company's goals, driving better performance and achieving sales targets faster. ❓ How do you optimize your sales recruiting efforts? If you need deep insights into each candidate’s strengths and hidden weaknesses that might impact their performance, here is a Sales Skills Assessment that will help you take the guesswork out of hiring! ➡️ https://lnkd.in/eS5n5dhw #HireDNA #SalesRetention #TalentManagement #SalesSuccess #SalesRecruiting #SalesHiring #HiringMistakes #SalesLeadership #SalesManagement