1. The person whom the sales applicant will be reporting to and subsequent bio – the background of a company is the same as the background of a person. It is important and says who the company is, it’s capabilities and employee mentality.
2. Where the job should lead the applicant in 5 years – let’s assume that this person does a bang-up job. Where do you perceive them to be in 5 years? With this question, be specific. “The sky is the limit” is not a good answer. Instead, something along the lines of “I could see this person being a shareholder, managing a team of 12 and being part of both the marketing and sales division as a manager.”
3. Company culture – every day you walk into the office, what is the atmosphere like? How are you different from let’s say Microsoft? How are you different from a 5 person company? What is the dress like?
4. Revenue goals – you should be upfront with the job applicant regarding revenue goals and current revenue. If you are a small firm, announce it. You don’t want to get stuck with somebody who just wants a “job.” Entrepreneurial atmospheres are not for everyone. I love small and mid-size companies. As a matter of fact, that is whom I actively want to work with.
5. Target sales people within companies – is the decision maker within these companies in the IT department? Are they the CEO? Be as specific as possible.
6. Average size of each deal – tell the candidate how much he or she is going to be selling per pop. If the average deal you are going after is $1,000,000 then listing this will save you time as it will make sales executives with lesser sales more apt not to apply for the job.

Main division of Ken Sundheim’s recruiting firm “KAS Sales Recruitment and Marketing Staffing Agencies”

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