![\"Sales](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Sales-Recruiting-Tips-from-the-Experts.jpg?strip=all\")
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Achieving big sales is no easy feat and doing it consistently is rare. A significant\u00a0piece of the sales management success recipe and one of the most challenging aspects of driving superior sales results is hiring the the right sales people.<\/p>\n
We extracted what the\u00a0top sales experts had to say on sales hiring and building a high performance sales force. Their wisdom and insights bring stunning clarity for anyone interested in hiring the right sales people.<\/p>\n
![\"Engage](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Colleen-Francis.jpg?strip=all\")
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Colleen Francis<\/a>\u00a0@engagecolleen<\/strong><\/p>\n \u201cYou say it to your sales team all the time: \u201cABC. Always be closing.\u201d Well, as a sales leader, I\u2019d recommend that you adopt a slightly different mantra for yourself: ABR: Always be recruiting. Many sales managers settle into complacency when their team is performing well, or recruiting falls by the wayside when there\u2019s too much else on their plates. But in reality, it\u2019s essential to constantly have recruiting on your to-do list.\u201d<\/p>\n Source \u2013 Recruiting Great Salespeople<\/a><\/p>\n \u00a0<\/p>\n \u201cWhen you\u2019re hiring \u2013 HIRE.\u00a0 Business is a full contact sport.\u00a0 Don\u2019t \u2018hope\u2019 great people join the company.\u00a0 If you have them in your sights \u2013 land them.\u00a0 NOW.\u201d<\/p>\n Source \u2013 Don\u2019t Make This Mistake<\/a><\/p>\n \u00a0<\/p>\n \u201cWorld-Class Sales Organizations recognize the value of the talent they acquire and the importance of continued development. They have a core competency in identifying and hiring talent that will thrive in their environment. They also recognize that professional development is crucial to improving sales performance and helping them retain the best people.\u201d<\/p>\n Source\u00a0 \u2013 Talent Management\u00a0: Making Good Better<\/p>\n \u00a0<\/p>\n \u201cHow can sales leaders mitigate the danger of making an unwise hiring investment? One of the best ways to find out what\u2019s really behind a stellar resume and great interview skills is to talk with people the rep has actually worked for or with.\u201d<\/p>\n Source \u2013 Stop Hiring the Wrong Sales Rep<\/a><\/p>\n \u00a0<\/p>\n \u201cMany people are under the mistaken belief that salespeople are born, not made. I wholeheartedly disagree \u2013 and I speak from personal experience. I\u2019m an introvert who initially detested salespeople and their manipulative techniques.\u201d<\/p>\n Source \u2013 Interview Questions<\/a><\/p>\n \u00a0<\/p>\n \u201cI insist on background checks for sales (and any other) candidates. I don\u2019t care how much they\u2019ve sold, whom they worked for, who recommends them, and how well they do during the recruitment and selection process.\u201d<\/p>\n Source \u2013 I\u2019ll Never Make That Hiring Mistake Again. Ever.<\/p>\n \u00a0<\/p>\n \u201cHiring great Inside Sales reps has never been harder. Increased competition for top talent and supply lagging behind demand means that when we land that great rep we have to make their experience with us outstanding!\u00a0It is as much about retention as recruitment, right?<\/strong><\/em> Sales and Marketing leaders are making a strategic investment in their hiring process and then undermining it with a tactical on-boarding process.\u201d<\/p>\n Source \u2013 8 Key Ingredients in Hire- Revenue On-boarding<\/a><\/p>\n \u00a0<\/p>\n Barry Trailer & Jim Dickie<\/a> @BarryTrailer & @jimdickie\u00a0<\/strong> \u201cA question we should be asking and answering honestly is, \u201cAre the people we have in sales today here because of what we did for them over the past two years, or in spite of what we did for them?\u201d If you cannot tick off a half-dozen things you did to enable sales reps to sell in tough markets\u2014increased levels of sales ready leads, on-demand and improved training, access to new sales tools, etc.,\u2014you may have created an environment that will make your experienced, productive reps ready to consider alternative jobs when recruiters start calling.\u201d<\/p>\n \u00a0<\/p>\n \u201cStudy your best employees to determine the characteristics that differentiate them from the average ones. Find out what drives your best people to be the best. Discover which talents and skills are crucial to success in your unique business environment. Then create interview questions that will reveal whether the candidate can be exceptional in your specific organization.\u201d<\/p>\n Source \u2013 How to Hire Extraordinary Employees \u2013 7 Rules<\/a><\/p>\n \u00a0<\/p>\n \u201cTop sales candidates are discerning. To land them, you have to know what turns them off. If they encounter certain signals, they may cross your company off the list. The hiring process contains many factors- any one of which could be negatively perceived. Then you lose the candidate.\u201d<\/p>\n Source \u2013 Why Top Sales Candidates Bail From Your Hiring Process<\/a><\/p>\n \u00a0<\/p>\n \u201cSales people are sales people. They are the lifeblood of many companies yet they are different than the traditional technology start-up DNA so the ways that you hire, motivate, compensate and assess performance of these individuals will be different.\u201d<\/p>\n Source \u2013 Helping Start-Ups Understand Salespeople and the Sales Culture<\/a><\/p>\n \u00a0<\/p>\n \u201cFollow a multi-step process.\u00a0It will keep you sane, ensure you don\u2019t make dumb mistakes, and create a better experience for everyone involved \u2013 candidates, you and your team. \u00a0Most importantly, it can help you avoid impulsive \/ impatient hiring.\u201d<\/p>\n Source \u2013 A Neat Recruiting Process Paul Fifield of Ceros Used to Hire Sales Stars & Speed Up Results<\/a><\/p>\n \u00a0<\/p>\n \u201cWhen it comes to hiring sales talent, most companies prefer to \u201cbuy\u201d instead of \u201cbuild.\u201d But experience alone is not a sufficient predictor of who will be successful in a sales role. You can develop competencies with the right training, mentoring, coaching, support, and motivation programs. But to get characteristics, you have to hire the right individuals. In the words of one sales leader, \u201cYou can\u2019t send a duck to eagle school.\u201d According to another, \u201cAlthough you can teach a turkey to climb a tree, it\u2019s much easier to hire a squirrel.\u201d<\/p>\n Source \u2013 In Sales hire For Personality , Then Train for Skill<\/a><\/p>\n \u00a0<\/p>\n \u201cWhen writing job postings and emails, capture the magic in the job by emphasizing what the person will be learning and doing and what he or she could become if successful. This is how you attract the best people.\u201d<\/p>\n Source \u2013 How to Write Job Postings that Compel the Best to Apply<\/a><\/p>\n \u00a0<\/p>\n \u201cMany small to mid-sized companies live in \u201cLa-La Land\u201d when it comes to hiring salespeople. \u00a0They hire from the gut until they are forced by competition or frustration to hire quality sales talent on a consistent basis.\u201d<\/span><\/p>\n Source \u2013\u00a0What Bad Sales Hiring Decisions Really Cost You<\/a><\/p>\n \u00a0<\/p>\n \u201cThink you just hired a great salesperson? You didn\u2019t. You hired a salesperson with the\u00a0potential to be great\u00a0<\/em>on your sales team. That potential is only achieved when a structured on-boarding program is in place.\u201d<\/p>\n Source \u2013 Sales Onboarding and Enablement For Your New Employees<\/a><\/p>\n \u00a0<\/p>\n \u201cHiring \u2018A\u2019 players is difficult. \u00a0But the reward is worth the pain. \u00a0We estimate the cost of mis-hiring can range from $150,000 to $750,000.\u00a0 Using a defined method for hiring reduces this pain to hire. \u00a0\u00a0And don\u2019t reinvent the wheel. Use a proven method for your hiring process.\u201d<\/p>\n Source \u2013 The One Thing You Cannot Skip When Hiring an \u201cA\u201d Player<\/a><\/p>\n \u00a0<\/p>\n \u201cDefine your value proposition.\u00a0Why should someone consider working for your firm? The better candidates have options these days, so you need to determine how to differentiate your firm from the competition. Can your firm pass the comparison test?\u201d<\/p>\n Source \u2013 5 Essentials for Recruiting Success<\/a><\/p>\n \u00a0<\/p>\n \u201cIn most of the companies that I have managed, or consulted for, the top 5% percent of sales producers sold upwards of 35% of all revenues. Thus, *hiring* just one more super-star is worth the fee of a head-hunter that knows the industry. Before they are hired, get a behavioral profile to be sure that the salesperson will be entirely compatible with the company\u2019s culture. On average, the performance of the candidates that were profiled and hired have been upwards of the top 85% of the sales force.\u201d<\/p>\n Source \u2013 What have you found to be the best methods for finding superstar salespeople?<\/a><\/p>\n \u00a0<\/p>\n \u201cOrganizations that really have their sales performance strategy together will be driving forward with both training and coaching working synergistically. Each plays an important role in maintaining competitiveness, motivation and retaining star players.\u201d<\/p>\n Source \u2013 Sales Training VS Sales Coaching OR Cut Them Both?<\/a><\/p>\n \u00a0<\/p>\n \u201cDo your homework.\u00a0<\/strong>Salespeople are a big investment. Even a great performer who hits the ground running is going to take up a certain amount of your time and available cash. With that in mind, don\u2019t skimp on relevant background information like skills assessments, references, W2s, and even outside interviewers.\u201d<\/p>\n Source \u2013 How Many Salespeople Do You Have to Hire to Find the Right One?<\/a><\/p>\n \u00a0<\/p>\n \u201cIt is not uncommon for sales managers to race through the recruiting process in an effort to quickly hire someone because they need a rep in place. After all, hiring reps is seldom a task that managers enjoy. In these situations, managers focus on the positive aspects of the applicant and neglect to see their possible shortcomings. This often leads to \u201chiring remorse\u201d once they discover that the rep is not entirely suitable.\u201d<\/p>\n Source \u2013 15 Hiring Mistakes for Sales Manages to Avoid<\/a><\/p>\n \u00a0<\/p>\n \u201cSales people are money machines. Without sales you have no company. You need good salespeople. And like good technology and equipment, good sales people cost money. Focus on the big pictures, your vision to be a successful company. Build a top performing sales team. Build a money machine. Build it wisely with an intelligent compensation package and give the support they need to be the best sales team in your industry.\u201d<\/p>\n \u00a0<\/p>\n \u201cKeep assessment tools in mind when hiring \u2013 they are getting easier and are less costly with quicker results and a very high rate of accuracy.\u201d<\/p>\n Source\u00a0 \u2013 Listen to Your Gut\u00a0: Statistics in Sales<\/p>\n \u00a0<\/p>\n \u201cHere\u2019s an idea to consider: what if I told you that the best salespeople for today\u2019s complex sale are currently employed as teachers, engineers, or other knowledge workers? In fact, they have no inclination towards sales, but they love to share ideas, they love to challenge others\u2019 thinking, they love to see the outcomes of their work, and help others. What if I told you that those characteristics\u00a0rarely<\/em>\u00a0co-exist in the candidates you\u2019re currently screening who are\u00a0opting<\/em>\u00a0into sales roles? Would you believe me? It kind of gets you thinking doesn\u2019t it?\u201d<\/p>\n Source \u2013 10 Trends Every Sales Exec, Leader and CEO Must Know for 2013<\/p>\n \u00a0<\/p>\n \u201cIn a recent survey most sales leaders reported that\u00a0only two-thirds of sellers in their organizations have the potential to adopt insight selling behaviors. When you couple this with the issue of an aging sales force, hiring quality sales talent has become a pressing issue for most organizations. However, before you even get started on hiring Challengers, you first need to encourage them to apply. Most sales organizations\u2019 job postings today fail to attract Challengers as they do not reflect the right skill sets or employee value propositions that attract candidates with Challenger potential.\u201d<\/p>\n Source \u2013 Want to Hire Challengers? Redesign Your Job Postings<\/a><\/p>\n \u00a0<\/p>\n \u201cI always ask for reference checks, but never of people who they worked for or with. Rather,\u00a0I ask for references from people they closed.\u00a0I will ask for the names and numbers of three people they closed in the past year to find out what type of sales person the candidate is. I have never had a hire who gave me customer references and a history of achievement who didn\u2019t end up being a great hire.\u201d<\/p>\n Source \u2013 Strictly Sales\u00a0: Hiring Top Sales Talent and Advice on Entry Level Sales Jobs<\/a><\/p>\n \u00a0<\/p>\n \u201cIronically, the very thing which has been proven time and time again to have the greatest impact on people\u2019s motivation, trust, commitment, loyalty and work ethic is what people want most, even more than money. That is, recognition, acknowledgement, being part of something, being included, having a purpose; even more responsibility around something they value and feel is important to the company and to themselves. There\u2019s no reason to be stingy with our acknowledgment.\u201d<\/p>\n Source \u2013\u00a0Motivating People Through Specific Supportive Praise<\/a><\/p>\n \u00a0<\/p>\n \u201cWhat you need is a bit of excitement or sizzle in your sales training and on-boarding curriculum. Salespeople are very emotional. They love to be fired up. They took a new job for something fresh. Give them a new set of skills that will challenge them and get them engaged with telling your story right away.\u201d<\/p>\n \u00a0<\/p>\n \u201cOne of the main reasons top sales performers leave organizations is the lack of opportunities for personal development. This is particularly true among younger sales professionals in the Millennial\u00a0generation.\u201d<\/p>\n Source \u2013 Are You Coaching You Tops Sales Reps?\u00a0 \u2013 An STC Classic<\/p>\n \u00a0<\/p>\n \u201cIn the first year of employment, the most common reason for turnover on a sales team is that expectations are not met. Either the salespeople quit or you let them go. On-boarding helps to minimize those instances, which impacts both the top and bottom line of the company.\u201d<\/p>\n Source \u2013 9 Results you Can Expect From Sales Onboarding<\/a><\/p>\n \u00a0<\/p>\n \u00a0\u201c<\/strong>One of the best ways to improve your interviewing results is to team up with someone with a complementary (read opposite) personality and approach. Partner up with someone you trust who is more analytical and less trusting than you are. While one of you asks questions, the other observes, takes notes, and then asks follow up questions. You will be amazed at what you uncover.\u201d<\/p>\n Source \u2013 Stop Fooling Yourself into Bad Sales Hire (Guest Post From A-Player Talent Guru)<\/a><\/p>\n \u00a0<\/p>\n \u201cMy experience as a recruiter and leader of sales professionals has taught me that your vision must be the centerpiece of your recruiting strategy. Vision highlights your long-term strategy as it relates to culture, key areas of development and major goals. Focusing your recruiting message on your vision and finding loan officers that are a match for your long-term strategy (rather than benefits alone) will decrease employee turnover and quickly connect new team members to your branch\u2019s overall purpose.\u201d<\/p>\n \u00a0<\/p>\n \u201cWhen hiring a new sales manager, it\u2019s easy to gloss over a candidate\u2019s resume and LinkedIn profile and get excited about his or her past experience. But hidden in most resumes and online profiles are red flags that can eliminate candidates before the interview process even begins.\u201d<\/p>\n Source \u2013 5 LinkedIn Tips to Hire Better Sales Managers<\/p>\n \u00a0<\/p>\n \u201cHire for attitude and fire sales executives who don\u2019t \u201cget it\u201d.\u00a0 Make new hires interview with your entire team.\u201d<\/p>\n Source \u2013 How to Avoid Hiring Super Star Sales Losers<\/a><\/p>\n \u00a0<\/p>\n \u201cDon\u2019t hire sales people too early.\u00a0 In the early days, the founders should be able to sell (and should be selling). \u00a0Don\u2019t hire several sales people at once.\u00a0 Your goal is to figure out the \u201cpattern\u201d of what kinds of people are best based on what you\u2019re selling and who you\u2019re selling it to.\u00a0 You need some feedback from the system so you can continue to iterate on your hires.\u201d<\/p>\n Source\u00a0 \u2013 Building Start-up Sales Teams: Tips for Founders<\/a><\/p>\n \u00a0<\/p>\n \u201cStudies show a quarter of salespeople shouldn\u2019t be involved in selling at all, and almost half should be in a different type of sales. It\u2019s tough to tell salespeople apart when so many look similar from the outside. Resilience is one of the biggest factors in a hunter\u2019s success. The best way to determine resiliency is to have the candidate demonstrate the skill.\u201d<\/p>\n Source \u2013 Sales Thoroughbreds: The Key to Winning New Business<\/a><\/p>\n \u00a0<\/p>\n \u201cChoose your recruits carefully \u2013 make sure they are a \u201cfit\u201d for direct selling.\u00a0Don\u2019t compound the bad reputation of MLM companies by \u201crecruiting\u201d anyone who breathes. Select people carefully who really are a good fit for that business model. You will reduce your headaches by choosing people who are outgoing, self-starters, and have a track record of success.\u201d<\/p>\n Source \u2013 3 Ways to Rocket Forward in Sales<\/a><\/p>\n \u00a0<\/p>\n \u201cThe people make a sales team. Process supports them, but human execution is the key factor. Even if I am at a large organization, I want my team to be disruptive, admired and remembered for over-achievement. That means I have to assemble a team of \u201cA\u201d players.\u00a0\u00a0The \u201cAndreessen Three\u201d as I call them have become my guiding principals.\u201d<\/p>\n Source \u2013The 3 Keys to Hiring Success: Thank You \u00a0Marc Andreesse<\/a><\/p>\n \u00a0<\/p>\n \u201cPrepare the desk, chair, computer, supplies and tools well before the new hire arrives. Save the HR paperwork for a few days and instead adorn the space with balloons and greeting cards from the rest of the team. A lunch celebration, and maybe even a welcome bottle of wine or suitable gift\u00a0from the boss, is sure to add to an amazing first day memory that will get the employment journey off on the right foot.\u201d<\/p>\n Source \u2013 How New Employees Succeed From Day One<\/a><\/p>\n \u00a0<\/p>\n \u201cIt\u2019s always good when you find somebody who has a chip on their shoulder and they can use it in the right way. You want that hunger without the vengeance though. The best sales people and entrepreneurs are those who came from nothing, with that chip on their shoulder, and have nothing to lose and everything to prove.\u201d<\/p>\n Source \u2013 How to Network Like a True Sales Hacker with Max Altschuler<\/a><\/p>\n \u00a0<\/p>\n \u201cHarvard did a study a while back on the characteristics of great sales professionals, interviewing the best ones in the country and their hiring managers. One of the characteristics they identified was \u2018impeccable honesty.\u2019 This might seem at odds with most non-sales people\u2019s perception of \u201csales reps\u201d but it is absolutely necessary to be truly successful in this great profession.\u201d<\/p>\n Source \u2013 Impeccable Honesty<\/a><\/p>\n \u00a0<\/p>\n \u201cCheck references-I am continually surprised at how many people don\u2019t bother to check references. ALWAYS check. Even if the other party requires a request in writing for legal reasons, do it.\u201d<\/p>\n Source \u2013 Power Tips for Hiring Superstars<\/p>\n \u00a0<\/p>\n \u201cIf ever there was a time to be prepared, if ever there was a time for a top notch sales call plan, it\u2019s in the interview process. So that\u2019s why I ask for their sales call plan. If they haven\u2019t thought enough to prepare for the most important sales call they could make, what are they going to do in their job for me? Are they going to prepare, are they going to be impactful?\u201d<\/p>\n Source \u2013 Can You Show Me Your Plan For This Interview?<\/a><\/p>\n \u00a0<\/p>\n \u201cBeing able to pitch well doesn\u2019t necessarily make a sales rep great. The best inside sales reps are terrific at listening to prospects\u2019 pain points and understanding them before launching into a sales pitch. That means that often the best sales reps are the ones who talk the least. As a litmus test, see if reps just talk about themselves during an interview or if they ask questions and listen intently to your answers.\u201d<\/p>\n Source \u2013 5 Inside Sales Hiring Tips for Growing Companies<\/a><\/p>\n \u00a0<\/p>\n \u201cIn hiring front-line sellers, organizations may flounder and fail when hiring practices are left up to a single department. Sales Managers frequently take short cuts. Recruiters and HR Business Partners often miss the mark because it\u2019s challenging for them to assess selling skills. When selection responsibilities reside with one or the other department, costly mistakes are made.\u201d<\/p>\n Source \u2013 Improve Your Sales Hiring with a Shared Selection Process<\/p>\n \u00a0<\/p>\n \u201cSales vets who seize the power of the new technology are willing to adapt it for her use \u2013 get her on the phone. If a sales veteran has a track record of learning and adapting their skill set to the current reality, give them a chance.\u201d<\/p>\n Source \u2013Addressing a Prior Post On Hiring Seasoned Vets<\/p>\n \u00a0<\/p>\n \u201cA great best practice I witnessed was making hiring a team sport. Have multiple members of a sales team interview a prospective new sales candidate. Give everyone on the team a role in the hiring process and an area to go deep and investigate.\u201d<\/p>\n \u00a0<\/p>\n \u201cThe aim of the decision making process is to rank the candidates on the best balance of all the requirements. What is the best method of achieving this objective? Quite simply, straight overall comparison between candidates, the total score for the weighted profile and the results of any scientific assessment from psychometric tests.\u201d<\/p>\n Source \u2013 How to Recruit and Select Successfully<\/a><\/p>\n \u00a0<\/p>\n \u201cFinding good talent is getting harder \u2013 especially with the growing demands of the inside sales role. If you\u2019re looking for your next sales superhero, then you need to be asking the right questions that get you deeper into the candidate\u2019s character and reveal their secret identity.\u201d<\/p>\n Source \u201325 Superhero Questions<\/a><\/p>\n \u00a0<\/p>\n \u201cAllow the candidate to control the conversation so that you can get a feel for their communication skills.\u00a0 Ask open and general questions to see how the candidate volunteers information.\u00a0\u00a0 One item I\u2019m looking for is not only the type of questions the candidate asks me as the interviewer, but also the number of questions they ask.\u00a0 This reveals the level of pre-work they\u2019ve done prior to the interview.\u201d<\/p>\n Sources \u2013 The right Approach to Find the Right Salespeople <\/a><\/p>\n \u00a0<\/p>\n \u201cIf your people feel, even a little bit, like they are merely the objects you use to build your own success then they will not commit to you or your organization. That\u2019s why it\u2019s so incredibly vital that you show them how important they are as people. Not only as employees, not only as \u201cteam members\u201d but as individual people.\u201d<\/p>\n Source \u2013 Ordinary Leadership Mistakes<\/a><\/p>\n \u00a0<\/p>\n![\"Cameron](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Cameron-Herold.jpg?strip=all&resize=115%2C115\")
Cameron Herold<\/a>\u00a0@CameronHerold\u00a0<\/strong><\/p>\n![\"Miller](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Joe-Galvin.jpg?strip=all&resize=115%2C115\")
Joe Galvin<\/a> @joegalvin\u00a0<\/strong><\/p>\n![\"20](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Gerhard-20.jpg?strip=all&resize=115%2C115\")
Gerhard Gschwandtner<\/a>\u00a0 @gerhard20\u00a0\u00a0<\/strong><\/p>\n![\"Konrath](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Jill-Konrarth.jpg?strip=all\")
Jill Konrath<\/a>\u00a0@jillkonrath<\/strong><\/p>\n![\"Stein](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Dave-Stein.jpg?strip=all\")
Dave Stein<\/a>\u00a0@davestei<\/strong><\/p>\n![\"Bertuzzi](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Trish-Bertuzzi.jpg?strip=all\")
Trish Bertuzzi<\/a>\u00a0@bridgegroupinc<\/strong><\/p>\n![\"Trailer](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Barry-Trailer.jpg?strip=all&resize=115%2C115\")
\u00a0\u00a0![\"Dickie](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Jim-Dickie.png?strip=all\")
<\/strong><\/p>\n![\"James](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Geoffrey-James.jpg?strip=all\")
Geoffrey James<\/a> @Sales_Source\u00a0<\/strong><\/p>\n![\"Alexander](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Greg-Alexander.jpg?strip=all\")
Greg Alexander<\/a>\u00a0@GregAlexander\u00a0<\/strong><\/p>\n![\"Suster](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Mark-Suster.png?strip=all\")
Mark Suster<\/a>\u00a0@msuster<\/strong><\/p>\n![\"Ross](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Aaron-Ross.jpg?strip=all\")
Aaron Ross<\/a>\u00a0@motoceo<\/strong><\/p>\n![\"Zoltners](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Andy-Zoltners.jpg?strip=all\")
Andy Zoltners<\/a>\u00a0@ZSAssociates<\/strong><\/p>\n![\"Adler](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Lou-Adler.jpg?strip=all\")
Lou Adler<\/a> @LouA\u00a0\u00a0<\/strong><\/p>\n![\"Young](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Chris-Young.jpg?strip=all\")
Chris Young<\/a>\u00a0@theRainmaker\u00a0<\/strong><\/p>\n![\"Salz](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Lee-Salz.jpg?strip=all\")
Lee Salz<\/a>\u00a0@SalesArchitects<\/strong><\/p>\n![\"Sales](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Dan-Perry.jpg?strip=all&resize=115%2C115\")
Dan Perry<\/a> @DanPerrySBI<\/strong><\/p>\n![\"Mache](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Chuck-Mache.png?strip=all\")
Chuck Mache<\/a> @chuckmachecomm\u00a0<\/strong><\/p>\n![\"Werth](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Jacques-Werth.jpg?strip=all\")
Jacques Werth<\/a>\u00a0\u00a0@JacquesWerth<\/span><\/strong><\/p>\n![\"Shane](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Shane-Gibson.jpg?strip=all\")
Shane Gibson<\/a> @shanegibson\u00a0<\/strong><\/p>\n![\"Lee](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Kendra-Lee.jpg?strip=all\")
Kendra Lee<\/a>\u00a0@KendraLeeKLA<\/strong><\/p>\n![\"Robertson](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Kelley-Robertson.png?strip=all&resize=115%2C115\")
Kelley Robertson<\/a>\u00a0@Kel_Robertson<\/strong><\/p>\n![\"Hart](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Gary-S.-Hart.jpg?strip=all\")
Gary Hart<\/a>\u00a0@SalesDuJour<\/strong><\/p>\n![\"Richardson](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Lori-Richardson.jpg?strip=all\")
Lori Richardson<\/a> @scoremoresales\u00a0<\/strong><\/p>\n
\n![\"Toman](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Nick-Toman.jpg?strip=all\")
<\/a>![\"Dixon](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Matt-Dixon.jpg?strip=all\")
Nick Toman & Matt Dixon<\/a> @nick_toman & @matthewxdixon\u00a0<\/strong><\/p>\n![\"Adamson](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Brent-Adamson.jpg?strip=all\")
Brent Adamson<\/a><\/strong>\u00a0@brentadamson<\/strong><\/p>\n![\"Hoffman](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/M.-Jeffrey-Hoffman.jpg?strip=all\")
MJ Hoffman<\/a>\u00a0<\/strong>@<\/strong>mjhoffman<\/strong><\/p>\n![\"Rosen](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Keith-Rosen.jpg?strip=all\")
Keith Rosen<\/a> @KeithRosen\u00a0<\/strong><\/p>\n![\"Riesterer](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Tim-Riesterer.jpg?strip=all\")
Tim Riesterer<\/a> @TRiesterer<\/strong><\/p>\n![\"Ruff](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Richard-Ruff.jpg?strip=all\")
Richard Ruff<\/a>\u00a0@saleshorizons\u00a0<\/strong><\/p>\n![\"Hopkins](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Tom-Hopkins.jpg?strip=all\")
Tom Hopkins<\/a>\u00a0@TomHopkinsSales<\/strong><\/p>\n![\"Weinberg](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Mike-Weinberg.jpg?strip=all\")
Mike Weinberg<\/a>\u00a0@mike_weinberg<\/strong><\/p>\n![\"Duncan](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Todd-Duncan.jpg?strip=all\")
Todd Duncan<\/a> @toddstweets<\/strong><\/p>\n![\"Heinz](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Matt-Heinz.jpg?strip=all\")
Matt Heinz<\/a> @HeinzMarketing<\/strong><\/p>\n![\"Waldschmidt](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Dan-Waldschmidt.png?strip=all&resize=115%2C115\")
Dan Waldschmidt<\/a> \u2013 @DanWaldo<\/strong><\/p>\n![\"Shamus](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Shameless-Shamus.jpg?strip=all&resize=115%2C115\")
Shamus Brown<\/a> @ShamelessShamus<\/strong><\/p>\n![\"Slayton](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Doyle-Slayton.jpg?strip=all\")
Doyle Slayton<\/a> @SalesBlogcast<\/strong><\/p>\n![\"Blount](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Jeb-Blount.jpg?strip=all\")
Jeb Blount<\/a>\u00a0@SalesGravy<\/strong><\/p>\n![\"Rosenberg](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Craig-Rosenberg.png?strip=all\")
Craig Rosenberg<\/a> @funnelholic<\/strong><\/p>\n![\"Daly](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Jack-Daly.jpg?strip=all\")
Jack Daly<\/a>\u00a0@ironmanjack<\/strong><\/p>\n![\"Altschuler](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Max-Altschuler.jpg?strip=all\")
Max Altschuler<\/a> \u00a0@MaxAlts <\/strong>\u00a0\u00a0<\/strong><\/p>\n![\"Barrows](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/John-Barrows.jpg?strip=all\")
John Barrows<\/a> @johnmbarrows<\/strong><\/p>\n![\"Bellah](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Butch-Bellah.jpg?strip=all\")
Butch Bellah<\/a> @salespowertips<\/strong><\/p>\n![\"Brock](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Dave-Brock.jpg?strip=all\")
David Brock<\/a>\u00a0<\/strong><\/p>\n![\"Brown](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Howard-Brown.jpg?strip=all\")
Howard Brown<\/a> @howardbrown\u00a0<\/strong><\/p>\n![\"Calvert](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Deb-Calvert.png?strip=all&resize=115%2C115\")
Deb Calvert<\/a> @peoplefirstPS<\/strong><\/p>\n![\"Caskey](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Bill-Caskey.jpg?strip=all\")
Bill Caskey<\/a> @billcaskey<\/strong><\/p>\n![\"Cohen](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Elay-Cohen.jpg?strip=all\")
Elay Cohen<\/a> @elaycohen<\/strong><\/p>\n![\"Farrington](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Jonathan-Farrington.jpg?strip=all\")
Jonathan Farrington<\/a> @topsalesworld<\/strong><\/p>\n![\"Feigon](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Josiane-Feigon.jpg?strip=all\")
Josiane Feigon<\/a> @josianefeigon<\/strong><\/p>\n![\"Hunter](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Mark-Hunter.jpg?strip=all\")
Mark Hunter<\/a> @thesaleshunter\u00a0<\/strong><\/p>\n![\"Keating](\"https:\/\/media.peaksalesrecruiting.com\/wp-content\/uploads\/2024\/01\/Steve-Keating.jpg?strip=all\")
Steve Keating<\/a> @leadtoday<\/strong><\/p>\n