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Picture the following scenario: it’s time to make a new hire and HR is relying on the hiring manager to help them ...
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Nothing drives growth and market share better than a strong sales team. We know this because the Hirewell recruiting teams have placed dozens of each type of sales positions for organizations, big and small, over the past 12 months, and we see no sign of this trend slowing. What we also see, is that the highest demand for new sales hires is coming from companies ranging from $5-$50 million in revenue. These organizations typically have a small sales team in place and have brought in a leader to help them get to the next level. But what does this mean for your organization and how might you proceed as you consider building out your sales team? You can begin by asking yourself the following:
- Is it the right time for you to expand your sales team?
- How do you want to structure your sales team?
- How do you develop a plan to fill these positions?
- What is the outlook for sales positions going forward?
Final Thoughts
We have placed dozens of each type of sales positions over the past 12 months and we see no sign of this trend slowing. And the date bears this out, so what does this mean for your organization?
It means that you want to start developing a plan for making these hires now.
What does that look like?
First, be certain it is the right time.
Start with identifying your hiring needs and ensure that everyone in the organization is on the same page.
Understand what kinds of positions comprise successful sales teams and the kind of hires that are successful.
Develop a consistent hiring process, with a consistent hiring team and if you aren’t getting the results you want, ask why and then refine it.
Hirewell is Your Partner to Help You Find the Best Sales Team for Your Organization
We’re here to provide you with the knowledge and support you need to get your plan started.
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This started with a pretty common problem.
The Black Tux was growing fast. Peak seasons were getting busier. Retail showrooms were expanding. Their internal TA team? Maxed out. They needed help hiring customer care talent quickly and without committing to building a much bigger internal team.
What surprised everyone (including us) was how it evolved.
Seasonal support turned into embedded recruiting. Embedded recruiting turned into weekly market data, process fixes, and help across retail, warehouse, HQ, and leadership roles. One consultant became an extension of their team, flexing as priorities shifted.
Over time, that approach supported 275+ hires across showrooms, warehouses, customer care, and roles like VP of Supply Chain and Lifecycle Marketing without The Black Tux having to overhire internally.
No big “transformation initiative.” Just adapting as the business grew.
If you’re dealing with growth, seasonality, or capacity issues, this is a realistic look at what flexible hiring support can actually look like.
Read the Black Tux case study here.
Hiring rarely goes exactly as planned. The good news? It doesn’t have to.
Have a big hiring initiative and unsure the best way to tackle it? Let’s discuss…
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