Hiring for sales teams
An empty sales seat can cost about $3,000 a day*
Your ad live on multiple job boards today. Every applicant screened against what your best rep actually does. A shortlist worth interviewing inside a week.
Built by recruitment veterans. No agency fees, no lock-in.
The maths
$3,000
per business day a sales seat sits empty
45 to 65 days
average time to fill a sales role
4 to 6 months
to full productivity after start
1.5 to 3x salary
cost of a sales hire that doesn't work out
Add those up and a resignation today is a revenue hole that runs well into next year. The one lever you control is how many of those days you spend hiring.
How most sales-led businesses hire now
Someone resigns. The ops manager digs out the last ad, edits it on a Sunday night and puts it on SEEK, because SEEK is the one board there's energy for.
Ninety applications arrive in a fortnight. Half get read. Nobody who applied hears anything unless they make the phone call list.
Three interviews, one hire, and the job goes to whoever was best in the room. Which is the one skill that says least about whether they'll hit quota.
It works often enough that nobody fixes it. Then it doesn't, and the seat is empty twice.
The first week with GrowMyTeam
Define what good looks like.
The platform asks about the role in plain language and builds a benchmark from your answers, including a behavioural profile of the job. Run a DISC profile on your best rep and use them as the reference. Twenty minutes, and it's the first time anyone has written down what your top performer does differently.
The ad writes itself from the benchmark.
Job description and job ad generated from the benchmark, in your words after a quick edit. No Sunday night. No 2019 ad with the dates changed.
Live on multiple job boards in one click.
SEEK, Indeed, LinkedIn, Adzuna, Glassdoor and the rest, from one screen. Multi-territory roles get their own listing with their own location. The candidates who never open SEEK see your ad on the board they do use.
Every applicant answers screening questions on the way in, and the AI reads all of it.
Licence, B2B experience, longest account held and how they held it. The answers, the CV and the benchmark go through the AI together. It scores every applicant, ranks them, flags the strongest and pushes the ones missing basics to the bottom with the reason attached. Two hundred applications become twenty worth your time. You read twenty.
Nobody gets ghosted.
Acknowledgement inside the hour. Status updates when the shortlist is set. In a trade where your applicants are also your customers, that matters.
Interview six people instead of sixty.
A structured interview guide built from the benchmark, same questions for every candidate, so you compare answers instead of impressions. Reference checks sent and returned in writing. Every ranking, decision and referee answer on file.
Then you make the call. The platform never hires anyone. It makes sure the person in front of you earned the chair.
What's in it, for this job
One ad, multiple boards, one click. A listing per territory for multi-site roles.
Screening questions on application, AI scoring against your benchmark, a ranked shortlist with reasons attached. It reads the pile so you don't.
Automated acknowledgements and status updates. Your name in a small industry stays intact.
DISC profiling and a role benchmark built from your top performer. Hunter or farmer, defined before you advertise.
Structured questions from the benchmark. The charming candidate answers the same questions as everyone else.
Standardised written references. A full record of why each candidate was ranked where, and who decided what.
Trigger events
Your rep just resigned.
The benchmark takes twenty minutes and the ad is on every board the same day, not after a fortnight of deciding what you want.
You won territory you can't cover.
Post all three territories at once, each with its own listing. Screen at volume and interview six people instead of sixty.
Your last sales hire didn't make probation.
The risk flags that would have surfaced it are on the CV before you interview. And the benchmark means you're not hiring the same profile twice.
You've just re-posted the same ad.
If a seat is open for the second time in three months, the problem is the process, not the market. Fix the definition once and the ad stops coming back.
Proof
Try it before the demo
The cost comparison
Agency
15 to 20 percent of package per placement. $15,000 to $20,000 on a $95,000 sales role. You still interview everyone.
Do it yourself
Free, if your ops manager's weekends are free. One board, half the applications read, nobody answered, and the fastest talker gets the job.
GrowMyTeam
Per position. A fraction of one agency fee. Every board, every applicant screened, structured interviews, and a record of every decision.
FAQ
Related reading
Got a sales seat sitting empty right now?
Book twenty minutes and we'll show you what the first afternoon looks like, on your role, not a demo one.