How I vet sales hires (high-ticket space)

What is up, YouTube? Long time no see. Been in the trenches in a good way. Been very busy with backend sales agency type work within the community, working on the product, working with the members. So it's been good, but content has taken a dip and recently hired someone to help keep this thing going while I'm busy. So anyways, this video, I want to talk about something that's top of mind. Over the past, I would say month especially, but like 2 weeks, I've hired maybe like 6 or 7 people, a few of them for teams that I'm on that I manage and a few just for like helping other teams out. And I wanted to talk about how I hire salespeople, kind of how I hire almost anyone, but like more specifically salespeople because that's probably who's watching this. So let's talk about appointment setting and closing. Um, and I'm going to kind of generalize here, but the first thing that I do when I'm hiring for a role is like, whether I'm managing it or someone else is, is I like, I have a form that I will have people fill out or I'll fill out. And, um, it very clearly outlines the role, the expectations, earning potential, growth potential, all this stuff. Because the number one thing in the high-ticket space that just is a big waste of everybody's time, the biggest problem that I see is just like short tenure on these high-ticket sales roles. So my goal is to eliminate that, to avoid headache with the offer owners, with the sales reps, with myself. And so I can guarantee the service too. So I mean, any paid recruitment engagement that I do, I put a guarantee on it. I want to make sure everybody's happy so nobody leaves. So, let's talk about sourcing talent. So, once I define the role and I have something to post out to people, then I kind of think, okay, well, where are these people and how many of them do I want? So, initially, I always start with either my community or my network. If it's a really difficult role, no, not difficult. If it's a role that requires a lot of experience, that's usually a network play or the community depending on how long the members have been, or yeah, the members have been in there, how long they've been doing this. If it's not so much like of a, you know, high experience required role, then I'll definitely take it to my community. I'll usually start there and just be very clear on who should or shouldn't reach out. If this is something where I know I'm needing a lot of applicants to find the right one, it's a social media play, and I have people in my network who can help get this out to more people. I've used LinkedIn before if I'm ever looking for someone with more of that like corporate background, LinkedIn recruiting, done it before. I can usually find those people through social media though. And then other sales programs too. There's a lot of guys out there running good programs who have good hungry people. Usually, I don't usually go to other programs for like experienced people because I can, I have enough of those in my network. But if I just need mass volume of applicants, like I can get job postings in other sales programs and that's why it pays to be in those programs. Now depending on like, for example, I had one that I hired for, it was a woman's coaching program. Believe it or not, they wanted a woman, which like, I said believe it or not, it was sarcastic. But there's tons of dudes in this space, so it's not very often where they're like seeking out a woman specifically. But depending on, you know, something like that, or, you know, hey, I need this amount closed, or I need someone in this location that speaks this language, that has this experience, whatever, that kind of dictates— Or dictates, I'm sorry. How I start receiving applicants. So, I'll usually— I say usually, a lot of times put together a form where applicants can submit answers. And based on their responses, if they're not a good fit, they will be routed as disqualified. That would turn into a spreadsheet and then I go through the spreadsheet and I highlight— it's a Google Sheet. I highlight the rows of the people that I want to speak to and then I set that up. In other cases where I get less applicants, but it's more of like an entry-level role, I'll probably set up like a group interview. And on the group interview, I really just, I don't really care, you know, too much about the paper resume at that point. I just want to see how they speak, how they carry themselves, how confident they are, how competent they are, because that's a lot of sales, to be honest with you. I'll hire someone many, many, many times over if they are like a likable person with good energy, they're competent, they're smart, and they're wanting to work than somebody with like some crazy resume, but they're not fun to speak with. Because that's a reflection of the offer. Now, when it comes to like actually speaking to these people and getting on interviews, I don't really like, maybe I'll do 2 rounds. Well, if it's a group interview, yeah, definitely. Maybe I'll do 2 rounds, depends on what the engagement looks like. Maybe I'll do a round and then pass them to the company. Maybe 2 rounds, pass them to the company, very dependent. But what I look for, like if I have the final say on hiring, these are some of the things that I'm looking for. Number one is just willingness to do the role. Like someone comes in and they're excited for the opportunity to work in this role and earn this money, that person's always going to outperform the one who's like, I just thought I'd apply and— You know, I already make a lot of money. I'm good. You know, like, I don't really need this. So willingness, the drive that somebody has, like, that says a lot. Experience is definitely another factor. Like, experience gets us on an interview, but in a lot of cases, unless it's like very, very relevant, experience, you know, doesn't get you past the first interview. So Experience is one. I would also say referrals. Like if, if one of my good buddies in this space vouches for somebody else, like that gets you pretty far as well. Um, I wrote on this little sticky note, just some bullet points here. Swagger, like how likable are you? Do I want my, my prospects to speak to this kind of person in regards to this kind of service? Um, example, I'm bringing on Closer for My community. One, he's been in my community for over a year. He's made a lot of money, gotten like sales manager jobs, all that. 2, he fits the persona of exactly who I want to sell this to, which is like former corporate guys turned remote high-ticket gunslingers. So in that case, I was looking for someone who was good, who fits the persona, and ideally had been in my community for a while. They can vouch on that. Another one is someone who's enjoyable. We just hired someone for one of the B2B clients that we have, and he actually knew somebody else on our team. So there's, there's a little bit of a vouch there, but he's an enjoyable guy and he was willing to do the work. It seemed Like it was well within his wheelhouse, which goes down to experience. But he was excited to do the work. He saw the potential. He saw who was like part of the team and he was excited. And I chose him over other people that were a little bit, you know, maybe less committed or less willing. Besides that, availability plays a huge part. I don't, for the most part, don't want to have people juggling around too much. I don't want them— I don't want there to be a chance that my project or the one that I'm recruiting into goes on the back burner compared to something else. So a lot of times I want people with like as open availability as they can. Ideally, if this is their only offer, that is awesome. Following up on interviews is big. That's big. And yeah, really problem solvers. I mean, a lot of business owners, what they want in this high-ticket space is they want Peace of mind to know that they can go off and work on the product. They can go off, work on the systems and all the backend stuff or the the results and all that, and not question whether or not John the closer is gonna handle it right, or David the setter is going to handle it. They they want peace of mind to know that oh my setter David like. He's gonna handle it. If anything goes on, he's gonna handle it. That's just what David does. Same with John the closer. So they want someone who's competent, confident, wants to work, is hungry, wants to improve, improve and add value to the company outside of just like earning their commission check and dipping out. So that's kind of some of my insight around hiring, recruiting salespeople. Let me think. I don't think there's anything else, guys. So if you made it this far into the video, I appreciate you. Any open roles that I ever have, I would say hit me up on— or not hit me up, but follow me on Instagram, which is @serialsales, Twitter @serialsales. That's where I'll usually post post these roles to begin with, usually Twitter first, then Instagram. And if you want, you know, all the roles that I get access to pretty much, like I think we had 8 posted within 24 hours in the community across stuff that I had and others that posted and all that. I'm sorry, 8 hours. It's been a long day, guys. 8 roles in 24 hours. And this was, I think, last Thursday or Friday. So let me add some context there. Yeah, if you're looking for that and to be connected with other guys like sales managers, recruiters, all that stuff, they're in the community. There's a reason it's a paid community, like the value is there. And yeah, I'm not very interested in running free groups because free groups don't bring highest intent of people. So if you want to get in, check the link below. If you want just like to have a shot at any roles I post in public, go to the Instagram, go to the Twitter. And if you are an offer owner who's looking for a salesperson for your high-ticket offer, go to the description and there will be a link for you to find that person. So anyways, thank you guys for watching this video and until next time, peace.