Hiring a sales rep sounds easy, until you do it.
If you're wondering how to hire a sales rep that actually performs, here’s a straightforward breakdown of what works (and what to avoid).
Before you post a job ad or take interviews, get clear on what kind of sales rep you need. Are you looking for someone to generate leads from scratch, or to close deals from inbound interest? Do you need someone who thrives in long sales cycles, or someone who can close fast and move on?
Not all sales reps are built for the same roles. Define the product, the buyer, the sales process, and the key metrics that matter to your business.
Most job ads are too vague. If you’re hiring for sales, clarity is your best friend. Your job post should answer these questions:
Also, don’t just list responsibilities, show ambition! Top reps want to join a company with clear goals, leadership that supports them, and a comp plan that rewards results.
Years of experience doesn’t equal quota-crushing performance. Instead, look for:
Sales is hard. You want someone who’s actually wired for it, not just someone who says they are.
Skip the gimmicky questions. Instead, focus on understanding how the rep thinks, sells, and handles real challenges. A few examples:
You’re not just looking for confidence, you’re looking for substance.
Top salespeople aren’t on the market for long. If your hiring process drags, they’ll move on. But that doesn’t mean rushing through it.
Run a tight process with clear timelines. Keep communication strong, give useful feedback, and respect the candidate’s time. A great hiring experience says a lot about how you manage your team.
Hiring a sales rep is high stakes. If you don’t have the time or network to source and vet top performers, it’s worth bringing in help.
At Peak Sales Recruiting, we specialize in finding proven B2B sales talent. From SDRs to enterprise reps, we help companies build sales teams that actually drive results.