How to Hire Your First Head of Sales

Hiring your first Head of Sales is an important decision that can have a significant impact on your business’s growth and success.

Here are some steps you can follow to help you find the right candidate for the job:

  1. Define the role and responsibilities. Before you start looking for candidates, it’s essential to define the role and responsibilities of the Head of Sales. This will help you create a job description and also give you a clear idea of what you’re looking for in a candidate.
  2. Determine your budget. You need to determine your budget for the role. This will help you decide whether you want to hire a full-time or part-time Head of Sales, and what level of experience and qualifications you’re looking for. Key to success is to find someone who has the experience in a similar business with similar growth plans. Why pay for someone to learn on the job. Hire someone with a proven track record.
  3. Identify the skills and experience you need. Consider the skills and experience that your Head of Sales should have to be successful in the role. This may include experience in sales management, a proven track record of meeting sales targets, excellent communication and interpersonal skills, and strategic thinking ability.
  4. Advertise the position or work with a specialist recruiter. Advertise the position on job boards, social media, and professional networking sites, and consider reaching out to your professional network for referrals. If it is a critical hire really consider a specialist head-hunter to find top passive talent.
  5. Screen and interview candidates. Screen the applications and resumes to identify the most qualified candidates. Conduct initial phone screenings and then schedule in-person or virtual interviews with the candidates who are the best fit for the role.
  6. Check references. Contact the candidate’s references to learn more about their experience and work style. Ask questions that will help you understand how the candidate might perform in the role. Pick up the phone and speak directly to references – a lot of information is between the lines.
  7. Make an offer. Once you’ve identified the right candidate, make an offer that includes compensation, benefits, and any other relevant details. Be prepared to negotiate, but also be clear about your expectations and the responsibilities of the role. Be prepared to pay the market rate for experienced talent. Pay peanuts and you’ll get monkeys.