Advertise everywhere at once.
One ad, every board, one click. A listing per territory.
Hiring account managers
Your account manager just resigned, and every client they look after knew before you did
Your ad live on multiple job boards today. Every applicant screened for the temperament that keeps key accounts calm, with references checked before they're holding your revenue, your landlords' trust account, or both. A shortlist worth interviewing inside a week.
Built by recruitment veterans. Money back if the shortlist isn't worth interviewing.
Sound familiar?
Your best account manager took the client with them.
The contract says they can't. The client's next renewal says otherwise.
You promoted the top performer into the seat.
Brilliant at the work, allergic to the call that starts with "we've had a problem". Two accounts are quietly shopping around.
Your property manager left with a 200-property portfolio behind her.
Landlords don't wait for your shortlist. By week six, three of them had already rung a rival agency to ask what they charge.
You've just re-posted the same ad.
Same ad, same board, same fifty CVs that all say "relationship builder" and mean nothing you can test.
The maths
90%
of bad hires are a behavioural or cultural mismatch, not a skills gap
1 in 5
hires that don't work out, at the mis-hire rate most businesses run
30 to 50%
of a year's salary, what one of those costs before you count the account
2x
more predictive: a structured interview against an unstructured chat
Mismatch figure from SHRM research. Interview predictiveness from the Schmidt and Hunter meta-analysis. Mis-hire rate and bad-hire cost are the assumptions behind the calculator on our pricing page. See the working on the pricing page.
Now add the accounts. An account manager who leaves, or never fitted, takes the relationships with them, and those don't show up on the payslip. The one lever you control is who you put in the seat.
How most businesses hire account managers now
Someone resigns. The ad goes up on one board, written from the last one, and the word "relationships" does most of the work.
Fifty applications arrive. The ones with the right industry on the CV get a call. Nobody checks whether they've ever kept a client through a bad quarter, because there's no way to.
Three interviews, and the job goes to the one who was easiest to talk to. Which is the one skill every account manager has, and the one that says least about whether they'll still have the account in a year.
It works often enough that nobody fixes it. Then a renewal goes quiet, and the seat is empty twice.
You've run this play before. The hire who was warm in the room and went missing the week a client was unhappy. The one you kept too long because handing the accounts over again was worse. Somewhere along the way you started to wonder whether the good ones ever leave where they are.
The interview rewards the person who's good at first meetings. The job is the tenth one.
You're hiring the way everyone without a recruitment team hires. A CV that lists the right clients, a reference from a friend, and a conversation that goes well.
Anyone applying for this job is good at a conversation that goes well. The account needs someone who returns the call when it won't, keeps small promises for three years, and escalates early rather than hoping.
The fix is a personality profile of the job itself, built before you advertise, with every applicant measured against it instead of against how they came across on the day.
We watched account managers get hired for twenty-five years before building this.
The team behind GrowMyTeam has built recruitment software since 2000, trusted by thousands of recruiters.
Twenty-five years of watching which account managers kept their clients and which didn't is why the platform profiles for temperament, not just charm. GrowMyTeam is that lesson, pointed at businesses that do their own hiring.
The first week with GrowMyTeam
Every step below exists so the best conversationalist doesn't win by default.
Day 1, afternoon
Define what good looks like.
The platform asks about the role in plain language and builds the ideal candidate from your answers: the experience the role needs and the temperament it takes. Steady with the same clients month after month, calm in a complaint, keeps every small promise. Decided before a single CV arrives.
Day 1, still
The ad writes itself from the ideal candidate.
Job description and ad generated from that profile, in your words after a quick edit, written to attract someone who keeps accounts rather than someone who collects them. No 2019 ad with the dates changed.
Day 1, evening
Live on multiple job boards in one click.
SEEK, Indeed, LinkedIn, Adzuna, Glassdoor and the rest, from one screen. Multi-territory portfolios get a listing per location. The candidates who never open SEEK see your ad on the board they do use.
Days 2 to 7
Every applicant answers screening questions on the way in, and the AI reads all of it.
Longest account held and how, largest account grown and by how much, a renewal they lost and why, a complaint they handled and what changed. The answers, the CV and the ideal candidate go through the AI together. It scores every applicant, ranks them, flags the strongest and pushes the ones without a client history to the bottom with the reason attached. Fifty applications become ten worth your time. You read ten.
Days 2 to 7, in the background
Nobody gets ghosted.
Acknowledgement inside the hour. Status updates when the shortlist is set. In a market where every applicant is also somebody's account manager, and possibly a future client, that matters.
Days 5 to 7
The shortlist takes a ten-minute personality profile.
The ten worth your time complete a DISC profile. The platform matches each one against the temperament the job takes and tells you, in plain language, how they handle an unhappy client, whether they'll follow through or freelance it, and where they'll struggle. The warm one and the right one are not always the same person.
Day 8
Interview five people instead of fifty.
A structured interview guide for each candidate, built from their profile and the gaps in their CV, so you compare answers instead of impressions. Reference checks sent and returned in writing, from the people who watched them keep or lose an account. Every ranking, decision and referee answer on file.
Then you make the call. The platform never hires anyone. It makes sure the person you put in front of your biggest client earned the seat.
Hiring account managers, screen by screen
The first week above, one screen at a time.
Screen automatically.
AI scoring against the ideal candidate, with the reasons attached.
Answer every applicant.
Acknowledgements and status updates, sent for you.
Profile for temperament.
A DISC profile of the job, then of every shortlisted candidate.
Interview with a guide.
The same structured questions for every candidate.
Reference checks and the record.
Written references, and who decided what, on file.
Day eight, from where you're sitting.
Five interviews booked, all against the same questions. You already know which two you'd put in front of your biggest client before they walk in.
The seat is filled inside the month. And when the new account manager is still there a year on, with the same clients and a renewal or two on top, you know why. You hired the temperament, not the handshake.
Who this is for
This is for you if
- Your revenue is renewals and repeat orders, not one-off sales. Property management, consulting, wholesale, managed services.
- Twenty to two hundred staff and no HR team. Hiring is whoever has a spare evening.
- The person in this seat holds relationships you can't afford to re-win from scratch.
- You'd rather own the process than hand it off and hope.
It isn't if
- You want the platform to make the decision for you. It ranks and explains. It never hires.
- You're headhunting one named person from a competitor. That's a phone call, not a process.
- You need someone in the seat by Friday. The first week is fast, but it is still a week.
The cost comparison
Agency
15 to 20 percent of package per placement. You still interview everyone, and the agency's screening is a phone call and a gut feel.
Do it yourself
Free, if your evenings are free. The process from the top of this page, with the same odds and the same quiet renewals.
GrowMyTeam
Your first month, with the first hire done with you, for less than one difficult renewal. Every board, every applicant screened, structured interviews, references in writing, and a record of every decision.
The Kick-start
Your first account manager hire, done with you.
The Kick-start is your first month on the Essentials plan. We set the system up for you and run the first hire with you on three one-hour online calls, the way the first week above describes. Then you run two more yourself, in the same month.
- Your first month on the Essentials plan, every feature included
- Your account, ideal candidate profile and first role set up for you
- Three one-hour online calls with our team: setup, screening and selection
- Two more job credits to run yourself in the same month
- Unlimited applications, DISC profiles, interviews and reference checks
After the first month, we'll help you pick the plan that fits your volume. No pressure.
Once off
$499
USD, excl. local taxes
No risk
Money back guarantee
If the shortlist isn't worth interviewing, tell us within seven days of your screening session and the $499 comes back. You decide, not us.
Kick-starts are limited. We take a small number each month.
FAQ
Got a book of accounts with nobody looking after it?
Every week the seat stays empty, a client somewhere is deciding you don't need them either. Start the first hire now, and if the shortlist isn't worth interviewing, you get your money back.