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how to hire a sales manager

How to Hire a Sales Manager  – What You Need To Know For 2024

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When it comes to how to hire a sales manager, there is a lot to know. Hiring sales talent is a complicated business. The average B2B sales manager plays many roles, all of them critical to your company’s success. 

Often, they’re both a coach and a player, training and motivating reps while also getting their hands dirty and nurturing deals of their own. 

They’re the big-picture planner and the in-the-weeds data geek; they set sales objectives while also monitoring performance data to identify skill gaps they can address. 

Hiring an employee with that much responsibility is not something you want to mess up. A bad hire in the sales manager role can lead to costly rep turnover, fewer sales, and missed revenue.

To help you hire a true sales leader, we’ll share the 7-step process on how to hire a sales manager. 

We’ll also give you everything you need to get started, from an interview scorecard template to interview questions to ask. Let’s jump in. 

Are You Ready to Hire a Sales Manager? 

As a rule, you’re ready to hire a sales manager if you feel like you have more sales reps on your team than you can effectively manage. 

For most startup businesses, that’s about 3 sales reps or more. However, the threshold varies depending on your specific workload and priorities, as well as whether or not you enjoy managing salespeople. 

Another sign you’re ready is if you have a somewhat repeatable sales process and believe that you can boost revenue by growing your sales team. A strong sales manager can lead this change. 

They’ll hire, train, and coach sales reps, thus building an effective sales team that’ll generate leads and close deals. 

That said, keep in mind that hiring a sales manager does add another layer between you and your customers, which can be hard for some founders to handle. 

However, the free time it gives you to work on other initiatives is certainly worth it. 

Another sign you’re ready to hire a sales manager is if you have established the role of the position. You need to know where the new hire will fit into your revenue system. 

Before you start hunting for talent, you need to have answered big questions like the following: 

Should the Sales Manager be a Player/Coach or Just a Coach?

Should our manager be a full-time manager, or should they also do some selling? 

This is one of the biggest questions for startup founders hiring their first sales managers, so we asked Ross Goldenberg, Professor of Growth Hacking at Columbia, for some guidance: 

“There are tradeoffs that you must consider – a player/coach is expected to drive revenue with their own book of business (a plus) but that limits the time they have to oversee other people on the sales team (a drawback). Of course, being a player/coach, especially if they’re new to the industry or organization means that they’ll experience firsthand the challenges that their sales team face in the market.”  — Ross Goldenberg, Startup Founder w/ Successful Exit and Professor of Growth Hacking

After you’ve answered questions like these and determined the role of the sales manager, it’s time to go hire one.  

How to Hire a Sales Manager in 7 Steps 

Like a repeatable sales process, a repeatable hiring process enables you to consistently get impressive results. 

Below we’ll walk you through the seven steps for how to hire a sales manager. Follow them and you should be able to find, evaluate, and hire a great sales manager in record time. 

steps to hire a sales manager

1. Determine Who is Your Ideal Candidate

The first thing to do when hiring a sales manager is to figure out what your ideal candidate looks like. Otherwise, you won’t be able to find them in the crowd of job applicants. 

It’s important to keep in mind that this first sales executive will be very different from those who you hire after you scale. 

“Early sales executives need to be extremely entrepreneurial – navigating the sales process, customer objections, and even product issues as they face them, usually without an established playbook. This disposition is critical as the company works their way to product/market/channel/model fit.”  — Ross Goldenberg, Co-Founder of SiteCompli and Synco

Take some time to write down the traits you want your ideal manager to have, across these four categories: 

  • Skills: Many startups want managers with a combination of sales and leadership skills: relationship management, planning, forecasting, sales training, deal management, data analysis, CRM management, public speaking, etc., 
  • Characteristics: Approachable, persuasive, hardworking, motivating, emotionally intelligent, organized — these are some traits you might want to look for in candidates. 
  • Culture Fit: Do you want your manager to share a passion for your business’s mission or the industry it operates in? One who holds similar values as your brand? Think about what traits the manager needs to have to get along with your execs and sales reps. 
  • Experience: Your sales manager must have experiences that prove they’re capable of achieving your desired results. For example, if you’re hiring a sales manager to build and grow a team, then you want someone with experience hiring and training new reps. 

It’s also a good idea to look for sales managers who have experience in your industry. They’ll understand your product or service as well as your customers, their pains, and what drives them to purchase. 

There are other reasons to hire an industry insider. According to Founder Erika Mac Donald

“It also means that the sales manager knows the market trends, customer segments, competitors, and opportunities that are relevant to your startup, and can devise and execute a suitable sales strategy.”

— Erika MacDonald, Founder of Engaging New Media

Whatever traits you denote as important, document them in an ideal candidate profile that you can reference when creating your job posting and conducting interviews.   

2. Make a Job Posting 

Now it’s time to create and advertise a job posting that’ll attract sales leaders who fit your candidate profile. 

If you fail to create a specific and attractive posting, you’ll end up wasting time screening unqualified candidates and you’ll miss out on the good ones. So take time to finetune the posting. 

Below is a short job posting example for a fictitious martech startup hiring their first B2B sales manager. 

Feel free to tweak and expand it to fit your specific needs:

Job Brief

We’re looking for an experienced Sales Manager to build and lead our sales team at {Company Name}, a {Short blurb about what your company does}, while also nurturing their own deals. The ideal candidate will have experience managing all stages of the sales process and have skills in sales training, coaching, planning, and deal closing. We need someone who can inspire and lead Account Executives and BDRs in the startup environment.  

Please apply here: {Link to job application}

Job Responsibilities

  • Hire, oversee, and train sales talent to grow and lead an effective sales team. 
  • Lead and coach sales reps to help them reach quota consistently. 
  • Hold weekly 1 on 1s with reps to identify deal hurdles and weaknesses and provide necessary support. 
  • Prepare for and attend weekly meetings with leadership to review sales plan, revenue progress, and sales forecasting. 
  • Achieve sales team goals by setting objectives, measuring performance, and motivating reps. 
  • Analyze sales rep performance and conduct weekly training sessions to improve their skill set. 
  • Cultivate a competitive yet supportive and open team culture. 
  • {Other job responsibilities you want to add}.

Skills & Experience

  • {Number of years} of experience managing a team of B2B sales reps.  
  • {Number of years} of experience selling in the tech industry. 
  • Record of beating sales targets on a consistent basis over the course of your sales career. 
  • Skilled in lead generation, prospect nurturing, and deal closing. 
  • Excellent communication skills, both written and verbal. 
  • Experience growing a sales team at a startup. 
  • Have demonstrated instances of turning around a struggling sales rep’s performance. 
  • Knowledgeable about the martech industry. 
  • {Other skills and experience you want to add}.

Perks & Benefits

  • Flexible office hours.
  • 2-days per week remote work. 
  • Chance to build a startup’s sales team almost from scratch.  
  • {Health insurance, 401k matches, and other perks you want to include}

Make sure to answer somewhere in the posting any of the questions your candidates will likely have, such as whether the work is fully in-office, hybrid, or remote.

Conciseness is also key. Sales manager job-hunters will be looking at various roles and if they are overwhelmed by the posting they’ll prioritize others. 

Often, the best way to learn how to write a great job posting is to study other sales manager job postings from successful companies in your space. Use theirs as a template and then adapt it to fit the specifics of your company and the role. 

Define Job RequirementsClarify role specifics and qualifications needed.

Draft Job DescriptionWrite a clear and concise job summary.

List Key ResponsibilitiesDetail the main tasks and expectations.

Specify Required Skills and ExperienceEnumerate necessary skills and years of experience.

Outline Salary and BenefitsProvide compensation range and perks.

Finalize Job PostingReview and finalize the job posting details.

Publish Job PostingSelect platforms for job advertisement.

Track ApplicationsSet up a system for managing and reviewing applications.

Job Posting Checklist

3. Create an Interview Scorecard

Next, build an interview scorecard that’ll help you structure your interview and systematize your post-interview evaluation. 

A scorecard is similar to the rubric teachers use to evaluate a student’s essays. 

You choose the criteria that matter to you when hiring a sales manager, then create the scorecard, and fill it out after each interview, giving each candidate an overall score. 

The scorecard is typically a printed sheet of 8-10 questions like the following: 

  • “Did the candidate have experience overseeing sales teams?” 
  • “Did they show knowledge about {Your Industry}?”
  • “Did they have metrics to back up their sales achievements?” 

The main purpose of a scorecard is to keep you from relying solely on your gut, a mistake that has caused far too many sales leaders to hire unqualified managers who just so happened to play the same golf course as them. 

Rarely do we know what we truly think of something, whether it’s a movie, a book, or a person, until we sit down and write about it. 

The act of assigning scores for different criteria and jotting down reasons for those scores promotes the critical thinking process and allows you to make better hiring decisions.

Scroll down to the interview scorecard section for a full scorecard template. 

4. Start Recruiting 

The next step in hiring a sales manager is to start fishing for candidates who fit your ideal candidate profile.

You can do this by networking, posting on job boards, internal promotion, outsourcing recruiting, or some combination. 

Let’s dive into each method in a bit more detail: 

  • Networking: Leverage your network to see if any of the effective sales managers you’ve worked with in the past are looking for a new opportunity. Also, tap into B2B sales communities like Sales Hacker and Modern Sales Pro which enable you to connect with B2B sales pros online or in-person during networking events. 
  • Job Boards: Submit your job posting to job sites like Indeed, ZipRecruiter, or industry-specific job boards like SalesGravy or AngelList. 
  • Internal Promotion: See if one of your current effective salespeople is up for the job. Internal promotions produce loyalty, a precursor to hard work. Check out Umass’s article for some benefits of hiring from within.
  • Outsource Recruiting: Many sales leaders and founders find that recruiting and sifting through resumes is too much to take on, especially when it’s so crucial to do right. Consider using a service like RevPilots that’ll match you with pre-vetted candidates. 

Regardless of which methods you use, remember that recruiting is a not-so-distant cousin to selling. 

You need to persuade the candidate early that your job is the right next step in their career, and that your company is a great place to work. 

5. Run an Initial Screening 

Once you have a short list of potential sales managers, it’s time to conduct an initial screening, where you’ll make sure that the candidate’s qualifications, salary range, experience, and expectations match the job requirements. 

This short pre-interview, typically conducted over the phone or video chat, weeds out the unqualified candidates. 

It ensures that your longer interviews and assessments are spent on the candidates who can and want to do the job. 

For example, you might find in a screening that the potential sales manager thought the job was fully remote, when in actuality it’s an in-office position. 

Or maybe the candidate has sales experience but lacks coaching experience, something which Greg Camarrata, Sales Director at demandDrive, says is a must-have for sales managers: 

“The most effective sales managers have strong coaching abilities. I’ve seen that the best way to increase the productivity of a sales team is for their manager to work closely with their reps to further develop their sales skills.”

— Greg Cammarata, Director of Sales at demandDrive 

Bonus Sales Manager Screening Questions

Here’s a list of 15 sales manager screening interview questions with a focus on management skills and experience:

  1. How have you structured and managed your sales teams in the past?
    • Evaluates organizational and team structure skills.
  2. Can you describe your leadership style and how it has evolved?
    • Assesses leadership approach and adaptability.
  3. What strategies do you use for managing and motivating a diverse sales team?
    • Looks at motivation and diversity management skills.
  4. Describe a significant change you implemented in a sales team. What was the outcome?
    • Evaluates change management and decision-making skills.
  5. How do you approach setting and adjusting sales targets?
    • Assesses goal-setting and flexibility in target management.
  6. Share an experience where you had to manage a high-stress, high-stakes sales situation.
    • Evaluates stress management and crisis handling skills.
  7. How do you measure and track the performance of your sales team?
    • Looks at performance evaluation and metric analysis skills.
  8. Describe how you have developed and executed a sales strategy in a previous role.
    • Assesses strategic planning and execution skills.
  9. How do you ensure your sales team adheres to ethical practices and company policies?
    • Evaluates integrity and policy enforcement.
  10. What has been your approach to handling underperformance within your sales team?
    • Looks at problem identification and resolution skills.
  11. Can you give an example of how you’ve fostered team collaboration in a sales environment?
    • Assesses team-building and collaborative leadership skills.
  12. How do you keep your sales team aligned with other departments, such as marketing and product development?
    • Evaluates cross-functional collaboration skills.
  13. Describe a time when you had to manage budget constraints in a sales context.
    • Looks at financial management and resource optimization skills.
  14. How do you stay informed about market trends and competitor activities?
    • Assesses market awareness and competitive analysis skills.
  15. Can you discuss a time when you had to manage a major client escalation?
    • Evaluates client relationship management and conflict resolution skills.

6. Conduct the Interview Process

The typical interview process for hiring a sales manager consists of a few interviews with different members of your leadership team and then an assessment that tests their sales management skills and knowledge. 


Use your ideal candidate profile and interview scorecard to come up with 10-12 open-ended questions to ask your candidates. 

Questions should assess the following, ideally by evoking a specific story from the candidate:  

  • Skills: Share a time you turned around a deal that you thought you’d surely lose.
  • Interest: Can you tell me why you want to build a sales team at our company?
  • Culture-Fit: What parts of the culture did you like and dislike at your last company?
  • Character: Tell me about a time you let a manager down? How did you respond?
  • Management Style: How would you handle training a brand new BDR on cold calling?

Depending on your interview process, you might hold anywhere from 1-3 interviews with a potential sales manager. Make sure to use different questions for each interview. 

According to proptech Founder Draven McConville, role-playing exercises are a must-have in B2B sales manager interviews: 

“These simulations are designed to mimic real-world sales scenarios, allowing employers to evaluate a candidate’s communication, negotiation, and closing skills in a realistic context. This not only indicates their capacity to apply theoretical information but also their on-the-spot decision-making talents, providing a more complete picture of their capabilities.”

— Draven McConville, CEO & Founder at Klipboard

Also, your team members must be engaged during the session, asking follow-up questions to make the interviews more of conversations than interrogations. 

This will cause the candidate to relax and unload more information, which will help you do your post-interview evaluation with the scorecard.


When hiring a sales manager, many startups now use assessments in tandem with an in-person interview. 

An assessment is a series of questions used to assess a sales manager’s philosophy, management style, sales knowledge, and personality. Usually, they’re taken online so you can quickly see their answers and analyze the results. 

Some of the questions are multiple-choice or true/false. Others should be open-ended questions that test the manager’s sales acumen via scenarios, like “write an email to an outreach email to a high-value prospect who left us last year for {Competitor X}”. 

Or, here’s another: “Pretend I’m a high-performing sales rep who came to you asking for a higher commission rate that you can’t give. How would you respond?”

We’ll provide some more sales assessment example questions in the Sales Manager Assessments section below.  

7. Check References & Make the Offer

The last step in hiring a sales manager is to call the people the sales manager listed as references and ask them about what it was like working with the candidate. It’s best practice to ask them to give you three people they worked with. 

Before calling them, do some research on LinkedIn to understand their relationship with the candidate. 

Then, plan out some questions to ask: 

  • In what capacity did you work with X? 
  • Did they regularly hit their goals? 
  • How would you describe working with the candidate? 
  • How would their direct reports describe them? 
  • Would you rehire the person?
  • This job requires {Job Responsibilities} — do you think they’re capable of doing this job?

It’s a good idea to take notes during the calls for later reference. If you get answers that are confusing or concerning, ask follow up questions. 

For example, if a sales manager’s former boss says that the manager struggled during their last quarter, you might ask “why do you think that was?” 

The reference might explain that the manager was forced into selling a new product that didn’t really take off. 

Just by asking for clarification, the candidate’s past behavior has gone from troubling to understandable.

Making the Offer to Hire a Sales Manager

Make your job offer over the phone. It’s more personal that way. 

On the call, express your enthusiasm and explain why you chose them. Name the qualities they had that led you to your decision. Also, move fast to ensure you win them before someone else does. 

After the call, follow up with an email explaining the job title, salary, benefits, and other information they’ll need to make their decision. Also, create and send an official offer letter that they can sign and date. 

Once they’re part of the team, make sure you take measures to keep them happy; retaining middle managers can be a huge challenge — UPenn shares a few reasons why they often leave.  

If you follow this 7-step process you’ll have a high chance of landing an amazing sales manager. For more interview questions, a scorecard template, and other info that’ll help you execute the process, read on. 

What Makes a Great Sales Leader? 

A great sales leader is typically ambitious, inspiring, entrepreneurial, and skilled in the arts of people management and sales. 

It’s someone who can identify weaknesses in a sales rep’s game and recommend ways to improve them, or who can lead by example and jump on a sales call and demonstrate to that rep how it’s done. 

skills of a great sales leader

They should also be able to build out effective sales processes. According to Ross Goldenberg,

“Skilled sales managers – especially when it comes to SaaS – understand how to create predictable revenue. They are masters at enabling their sales team and sharpening their skills but also understand how to manage a company’s funnel, analyze key metrics, and work across the organization to generate revenue in a scalable and repeatable way.”

— Ross Goldenberg, Founder w/ Successful Exit

And let’s not forget about team communication. A high-quality sales leader will prioritize 1-on-1s with sales reps and strategy sessions with executives. 

Perhaps most important of all, a great sales leader is someone who can earn the respect of their team and get them to buy into your company’s sales process, whether that’s one they designed themselves or one they’re inheriting from you. 

Job Description for Hiring a Sales Manager 

Your job description must be concise and clear to attract ideal candidates to your job posting. 

It should open with a 100-150 word paragraph introducing them to your company culture and the position’s overall mission, thus getting them excited. 

After the opening paragraph, write 4-7 bullet points for the following categories:

  • Job Responsibilities
  • Required Skills & Experience
  • Preferred Skills & Experience
  • Perks and Benefits

Often, the best way to create your job description is to review examples to get a feel for the ideal structure and then to write your own, with reference to the ideal candidate profile you outlined in step one. 

Then pass it around to other stakeholders to get their feedback, make some edits, and post it. 

Interview Scorecard for Sales Managers 

Below is an example interview scorecard that you can use to score your potential B2B sales managers during the interview period of the hiring process: 

{Candidate Name}{Date}
CriteriaScore (1-5)Explanation of Score
Do they have the right management experience? 
How are their technical sales skills?
Did they consistently achieve their goals at former jobs?
Did they have an entrepreneurial attitude?
Did they come prepared?
Were they knowledgeable about our company?
Are they familiar with our industry?
How well will they fit in with our culture?
Do they have stories proving effective leadership?
Does the candidate have clear communication?
Overall impression?

Feel free to tailor it to your specific company needs and job requirements. 

Places to Recruit Sales Managers 

The best approach to sales manager recruiting is a diversified one that tosses hooks into various channels. 

Below are the best places to recruit sales managers: 

  • Job Sites: These sites, like ZipRecruiter, use AI-analysis to score candidates in their database based on your criteria, and will then match you with the best ones. 
  • Network: Tap into your network. Ask friends and peers if they know of anyone looking for a sales management job or who is dissatisfied with their current one. 
  • Private Communities: Check private sales, startup, and industry-based communities to find talent, as well as LinkedIn private groups you might be a part of. 
  • Internal Promotions: Don’t forget about untapped talent. If a rep has been successfully heading up sales for your company and shows promise as not only a seller but also a leader, consider giving them a chance to build a team. They already know your process. 
recruit sales managers

Generally, the more active you are, the more people you reach out to, the better your shot of finding an ideal candidate. 

It’s time-consuming, and this is why a lot of startups outsource recruiting to a specialized service or hire an in-person recruiter for their company. 

Screening Interview for Sales Manager Candidates 

During a screening interview, you’re essentially qualifying the candidate to see if they’re willing and able to do the job. You’re checking to see if they meet your minimum requirements. 

Below are six questions to ask your sales manager candidates during the screening interview: 

  • Tell me a bit about yourself and your career in sales. 
  • Why do you want to work as a sales manager in this industry?
  • What made you apply to our company?
  • Tell me about your most rewarding experience as a sales manager. 
  • Are you aware that this job is {Need-to-Know Details — e.g., fully in-office and starting in 3 months?}
  • Do you have any questions for me?

Feel free to add your own questions that you think will help you weed out the unqualified candidates. 

Interview Questions to Ask When You Hire a Sales Manager 

You’ll want to ask open-ended questions that prompt the sales manager to share specific instances that demonstrate that they’re the right fit for the job, not to mention their character and attitude.

  • What’s your biggest failure as a sales manager? 
  • What makes a great sales leader?
  • How do you go about setting sales targets for reps?
  • Do you have any stories of ways you helped turn a sales rep’s performance around?

In addition to testing their skill-set and experience, ask questions that evaluate how well they’ll fit into the company culture, and how interested they are in working for your company. 

  • What type of company culture are you looking for?
  • Can you describe our flagship product in a way that a child could understand? How about our company’s mission? 
  • Why do you want to be a sales manager? 
  • Why should we hire you? (test those sales skills.)

Lastly, get a feel for their management and communication styles, as well as their staff training philosophy:  

  • Can you tell me about a time you handled a conflict between two team members?
  • Share a time when you had to implement an unpopular change. 
  • What methods do you use to train reps? 
  • I’m a sales rep who has failed to hit quota 3 quarters in a row. What does a productive 1-on-1 with them look like?

Remember, go into each interview with an open mind, something Robert Rinko, who spent 11 years overseeing Business Development as Managing Director at MMC, found vital to his ability to find and hire great sales managers for the consulting firm:   

“Since everyone is unique, stay open-minded and keep yourself from sticking to pre-set parameters with regard to past experiences and qualifications.”

— Robert Rinko, RJR Associates

Read more about how to interview questions for Sales Managers.

Sales Manager Assessments 

Sales assessments help you evaluate a candidate’s sales management knowledge and acumen. It also indirectly tests their communication skills since candidates are forced to write long-form answers. 

Below are some questions, a few of them scenario-based, to ask your candidates in an online sales assessment:

  • How long was your biggest sales slump and how did you pull yourself out of it? 
  • What is the best way to teach new sales reps about a product and sales process? 
  • In your last role, describe your approach to communicating with executives and sales reps.  
  • How do you prepare your quarterly performance reports? What metrics do you measure and why?
  • You have a new sales rep suffering from phone reluctance, but cold calling has proven to be a valuable lead generator for the company. How do you help them overcome their fear?
  • A sales rep is consistently underperforming and you have decided to let them go. How do you prepare for and conduct this meeting? 
  • A large NNL is in the late stages of a deal, which is owned by a first-time Account Executive. How do you support them in their efforts to close the deal? If a hurdle arises, how do you decide between letting them handle it and taking the reigns? 

These are just examples. Pick sales assessment questions which test for tricky scenarios that regularly come up in your sales process. That way you’ll hire a sales manager who has the expertise to handle them. 

Don’t make the mistake of asking too many questions about sales skills and too few about sales leadership. Even if your manager is a player/coach, coaching ability is the more important skill. 

“One of the most common mistakes I see when companies hire their first full time sales manager is not recognizing that the skills of a good sales manager are separate and apart from the skills of a good sales person. In sports, it’s easy to understand how some of the greatest coaches might not the superior athletes themselves (and vice versa). This also applies to sales managers.”

— Ross Goldenberg, Founder w/ Successful Exit and Professor of Growth Hacking

Reference Checks 

Below are some questions to ask a sales manager candidate’s references:

  • In what capacity did you and X work together? 
  • What are X’s greatest strengths and weaknesses? 
  • How would you describe X as a sales manager? 
  • We’re looking for someone with {Trait A, B, and C}. Can you rate X on each?
  • Would you be excited to work with X again? 
  • If X doesn’t succeed in this role, what would be the reason?
  • What areas can X improve on and where did you see their growth when working with them?

You may also want to include some questions that you asked your candidate, to check whether they were honest in the interviews. 

CEO Johannes Salmisaari has been building a B2B sales team over the last three years and finds using reference checks to check validity of answers to be an essential part of his sales manager hiring process:

“When you are interviewing, dive into their real-world experiences. Ask about specific challenges they’ve faced and how they’ve overcome them. In my experience it’s been a good tactic to note these down and ask their references to recall the same events.”

Johannes Salmisaari, CEO & Co-Founder at Droppe

For more on this aspect of hiring a sales manager, check out Harvard Business Review’s article on the right way to check references

Making an Offer 

The job offer is the formal agreement to hire the sales manager. 

Making the offer is a two-part process: 1) a call to share the great news, and 2) an email with all the formalities and details of the job (salary, PTO, benefits, start date, etc.,) and an employment contract to sign and date. 

In some cases, the candidate might want to enter negotiations to alter a specific detail of the agreement, whether that’s the salary or the start date. 

Before going into a negotiation, know your non-negotiables and where you’re flexible. This of course will depend on how badly you want the candidate and how many other options you have. 

Negotiations end when you both come away with a mutually beneficial agreement, or when you respectfully go your separate ways. Hopefully, though, you’ve just hired a spectacular sales leader for your business. 

Services That Help Companies Hire a Sales Manager 

Hiring a sales manager can be tricky and time-consuming to manage on your own, especially if you’re running a startup or SMB that requires you to wear many hats. 

Fortunately, there are services out there that can take the load off. 


RevPilots, a B2B sales talent marketplace, will connect you with vetted fractional or full-time sales management candidates that meet your job’s requirements, within 48 hours. 

Fill out this form to talk with our in-house sales experts. They will assess your hiring needs and get the process started. It’s that easy. 

Sales Recruiters

Sales recruiting agencies are another solid option for finding sales managers. Simply meet with them and discuss your hiring needs and they will go out and find prospective candidates. 

Finding the Best Sales Manager for Your Team 

Sales managers hold the wheel, adjust the sails, and guide your sales team to success. Or, if you made a mistake in the hiring process, right into an iceberg.  

The ROI of successfully hiring a sales manager can be huge, so it’s worthwhile to work with a partner who can offer pe-vetted candidates who fit your ideal candidate profile. 

For that check out how RevPilots can help. 

You may interested in reading about how to hire sales reps.

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