This document provides tips for hiring 25 sales representatives in 100 days. It begins by establishing the author's expertise in hiring and sales. It then explains that hiring at this scale requires seeing it as a "candidate funnel" with a 3.5% conversion rate. It provides "hacks" like canned email responses, calendaring tools, and an FAQs document to streamline the process. It outlines a rigorous hiring process including online applications, phone screens, interviews, assessments, and "backdoor reference checks" to efficiently evaluate large numbers of candidates. The overall message is that hiring at scale requires filling the top of the funnel with candidates and having systems in place to quickly screen and process high volumes of applicants.

1. How to Hire 25 Reps in 100 Days

2. Why should you listen to me?
• Over 20 years Inside Sales Experience (17 years Hiring and
Managing)
• Recognized as Top 25 Most Influential in Inside Sales by AA-ISP in
2010-2015
• Took inside sales team from $19k revenue per month to $1.2
million per month in 6 years
• Helped 3 companies become Inc. 500 companies
• 85 Salespeople on current Inside Sales team (started with 2)
• Oh yeah, and I hired 25 reps in 100 days in early 2014

3. What’s it take to hire 25 reps in 100 days?
Besides a lot of caffeine…

4. Realize that it’s a Candidate Funnel!
3.5% Conversion Rate from Candidate Application to Hire
“How many candidates do I need to make 25 hires?”

5. Fill it with Time Saving Hacks!

6. Stick to a Rigorous Process

7. Candidate Funnel
So where do all the candidates come from?

8. Many Sources
….not just one and done
• Referrals with finders fees
•Must be persistent here
• Targeted Prospecting on Social Media
•Radius Social
• Mass Email to past sales candidates
• Outside Recruiters
•paid by the hour with SLAs
• Ate my own dogfood
•ZipRecruiter
• Try everything and measure results!

9. Hacks
Do more with much less effort

10. Hack #1
Canned Responses in Gmail
• Schedule Interviews
• Backdoor Reference Checks
• Rejection Notes
• Quick, quick, quick

11. Hack #2
Calendaring Tool
• TimeTrade, Calendly, etc.
• Save Time
•No Time Spent on trading
emails back and forth
•Burden is on candidate to
book time

12. Hack #2
Calendaring Tool
• Book Your Calendar Solid!
• You’re an interviewing machine
Wanna hear
something
funny?

13. Hack #3
Create a public Candidate FAQs document
4 functions
• Screens out candidates – thanks but no thanks
• Red Herring – that question was on the FAQs dumb$%^#
• Gets the RIGHT candidates EXCITED
• Deeper questions earlier in the process

14. Hack #3
Create a public Candidate FAQs document
• Dropbox, Clearslide,
your careers page,
whatever…

15. The Process

16. Application with Survey
Don’t review resumes!
• I’m lazy!
• Resumes are BS
• Use any survey tool or good ATS

17. 15 Minute Phone Screen
They ask YOU the questions…WTF?
• What’s the goal here?
•How do they sound?
•Did they do their research
•Remember the FAQs?
• The Kiss of Death
•What’s the job pay?
•Where’s it located?
•What are the work hours?

18. 45 Minute Sales Manager Interview
“The Objective Check”
• Check the boxes
• Doin’ something
similar?
Look for this later

19. 45 Minute Behavioral Interview
“Do they have the right stuff?”
• Use a benchmark
• The Same Questions
Over and Over
• Tell me about a time
when…

20. Sales Assessment
“The X Ray”
• 20-30% pass rate
• This saves you time and
money!

21. The Face to Face Interview
3 – 30 minute, one on one interviews
• Is there a cultural fit?
• Sales Managers and you
• Should Have High Conversion
Rate Here
•80%+
•Notice how this is at the very
end?

22. Backdoor Reference Checks
Who’s got time for setting up and conducting reference checks?
What do you really want to know anyway?
• Would previous bosses hire them again?
• How would the previous boss rate them?

23. Backdoor Reference Checks
Email #1 – remember the Objective Check?
Subject: BOSS, can you help me please RE: CANDIDATE?
Hi BOSS,
Happy Monday to you. I’m interviewing a candidate for a potential
role at our company and I spoke with CANDIDATE today. He/she
indicated he/she used to work for you at FORMERCOMPANY. May
I ask you two yes/no questions about him/her via email?

24. Backdoor Reference Checks
Email #2

25. So remember….
Do these things and you can hire at scale…
• Fill the top of the funnel
• Create and follow a rigorous process
• Develop and use hacks to create efficiencies

26. Thank You!
www.ZipRecruiter.com
@KevinSGaither