Another great @a16z blog post, via @Forbes and Lars Dalgaard (@LarsLuv), founder of @SuccessFactors. Had never thought of this approach to determining sales recruit fit with your firm’s business(es):
Before the interview, have recruiting (or you can) ask the candidate to submit their W2 and fill it in with information that foots to their W2 — the previous years payroll — including commission in the last X-years they’ve been a sales rep. Put that data together by year and preferably quarters and then calculate numbers of deals done. Then let the spreadsheet show vs. tell their average and median deal size. You will find it often paints a different picture than the one people highlighted on the outside. It’s like an x-ray: Immediately, a pattern — is this a consistent killer performer or a lucky puncher? — emerges around their performance, which helps determine their likelihood of success in your particular business and its dynamics.
The advantage of this approach is that it doesn’t rely on competitive disclosure: everything can be anonymous, save the pattern.
Read it all, as they say: The Zero B.S. Method To Recruiting A Killer Sales Force
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