Podcast episode
Sales Hiring Secrets No One Talks About
30 Minutes to President's Club9 Oct 202530 min
Description
Huge Announcement 👉 Our next course is here: The Sales Management Operating System Free Launch Event: Mark will walk you through his entire system, for free. You’ll walk away with more tactical leadership training in that hour than most paid courses deliver. 🎟️ Reserve Your Ticket: https://hubs.li/Q03L52Mc0 Discounted Pre-Order Access: By signing up for the event, you’ll unlock early access to our upcoming Sales Leadership Course, at the lowest price it'll will ever be. Exclusive Toolkit: Everyone who shows up live gets access to the Sales Management Advanced Implementation Playbook, the exact internal systems Mark used to scale Outreach from $0 → $250M. This playbook has never been shared publicly. Live attendees only. What You Need To Know: Most new managers lead off gut — finger-in-the-air forecasting, feast-or-famine teams, and hiring that’s a coin flip. This course fixes that. You’ll learn the exact systems Mark Kosoglow used to scale Outreach from $0 to $250M ARR and coach 8 managers into VPs: → The Operating System to build a bulletproof sales process → The Operating Rhythm to get every rep performing like your #1 → The Talent System to hire and ramp reps who actually hit quota If you don’t have a system, leadership feels like firefighting. If you do, it becomes your biggest multiplier for revenue and career growth. Register FREE → https://hubs.li/Q03L52Mc0 --- Sales hiring is broken—and here's how to fix it. If you've ever felt like your pipeline reviews are useless or your forecast is just a wild guess, you're not alone. Most sales managers are never taught how to actually hire great reps—until now. In this game-changing video, we break down a bulletproof 4-step hiring system used by Mark Kosoglow, former VP of Sales at Outreach, who scaled it from $0 to $250M+ ARR and developed 8 sales managers into full-fledged VPs. We reveal why most sales hiring strategies over-index on experience instead of traits, and how you can flip your process to uncover high-performing reps who thrive in ambiguity, have coachability, grit, passion, and more. Learn the nine essential traits that actually drive results and discover the interview playbook that uncovers them all. Whether you’re building your first team or trying to fix a broken one, this video will reshape how you think about hiring in sales—forever. The Sales Recruiting Playbook (Sales Interview + Sourcing Guide): https://www.30mpc.com/blog/the-sales-recruiting-playbook 30MPC Training: 30mpc.com/training
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So let's start with coachability. How do I test for coachability? Coachability is the funnest test I think that there is. And what we're going to use is, this is a secret and I hope you'll see this, we're going to use skills to test for traits. “So what I'm going to do is, for coachability, I'm going to use objection handling skill, which is teachable, to see if they have the hard to teach trait of coachability.” So Arman, let's roleplay this out real quick. Arman, what is your biggest objection you get as an AE at PAVE? It's usually that the timing is off because our merit cycle isn't for another 6 months. Great, so timing. Would you mind real quick if we did a roleplay where you did an objection handling for a timing objection for me?
We need to get you over to a company like ours where you don't have that objection that much. But anyway, let me ask you this. Do you really think that the objection was timing? No, I feel like the objection was actually that it's not valuable enough, so it's the easiest thing for them to just kick down the road. “Right. So now what I'm going to start to do is I'm going to give coaching.” I'm going to watch what happens when you do coaching. So I just ask an open-ended question. I'm seeing him. Oh, he's actually starting to think through this. And what I'm going to do is I'm going to give some advice. I'm going to eventually say something like, I know those are interesting thoughts, Armand. What would you think about this?
Oh, he's actually starting to think through this. And what I'm going to do is I'm going to give some advice. I'm going to eventually say something like, I know those are interesting thoughts, Armand. What would you think about this? Most people, when they give their first objection, it's like a knee-jerk trained response that isn't really real. So what I'd like to do is, can we redo the roleplay? “And this time when I give you the objection, can you ask me a clarifying question back?” And then let's run the roleplay like that this time. Sure. I can give it a shot. So pause again. We've already seen there's a difference now. See, sure, yeah. He's now showing me that he maybe wants to learn. Maybe he's hesitant on roleplays, but I'm getting a little bit deeper into him now. So I would say, all right, you know, hey, Armand, we love Pave. We love you. You're awesome. Price is great. Timing is wrong.
to make sure that they're a good cultural fit to the company. And then lastly, we have my talk them out of it interview. This is where I tell them everything crappy and bad about the job and why they shouldn't take it to see how much they want it. 99% of the time, people actually lean into the job more because you're being so honest. So let's start with the recruiter screen. It's usually a 15-minute phone call. “Testing for experience, you're validating it, and then like baseline ability to hold a conversation as well.” How do I run a good recruiter screen? Or if I'm talking to my recruiter, what should I be telling them to screen for? The recruiter screen is really important. Most recruiters are more worried about experience than information collection. So you really need information collection at this time to pass somebody through.
So for example, I really like doing 10 rapid fire questions, like machine gun questions, where we would be something like, hey, Armand, I'm going to ask you a quick question. Give me the most concise answer you can, because we just need to know a few things about you. For example, what's your deal size? 45K. What's your win rate? 33%. “What's your cycle time?” 45 days. So you can start to see, I just want to get information, right? I'm going through and I'm seeing, do they meet the criteria required in order for them to now go through hours of processing of interviews and scheduling and all that kind of stuff?
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