Advertise everywhere at once.
One ad, every board, one click. A listing per territory.
Hiring for sales teams
Your rep just resigned. From tomorrow the empty seat costs you about $3,000 a day*
Your ad live on multiple job boards today. Every applicant screened for the skills and the attitude the job actually takes. A shortlist worth interviewing inside a week.
Built by recruitment veterans. Money back if the shortlist isn't worth interviewing.
Sound familiar?
Your best rep got poached mid-quarter.
The competitor didn't just take a person. They took the accounts that answer to them.
You won territory you can't cover.
Three postcodes of customers, and the only rep calling on them works for your competitor.
Your last sales hire didn't make probation.
Interviewed like a closer. Sold nothing. Six months and a payout later, the seat is empty again.
You've just re-posted the same ad.
Same ad, same board, same ninety CVs. The only thing that changes is the name at the top of the shortlist.
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.
You've run this play before. The hire who was brilliant in the room and gone inside a year. The one you kept too long because an empty seat was worse. Somewhere along the way you started to wonder whether good reps even exist in your area.
It's not your judgement. It's the test.
You're hiring the way everyone without a recruitment team hires. One board, a pile of CVs, and an interview that rewards the best talker.
Sales candidates are professional persuaders. An unstructured interview is the one exam they're built to pass.
The fix isn't a sharper eye. It's a personality profile of the job itself, built before you advertise, with every applicant measured against it instead of against each other.
We watched sales seats get filled 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 reps stayed and which didn't is why the platform profiles for attitude, not just experience. GrowMyTeam is that lesson, pointed at businesses that do their own hiring.
The first week with GrowMyTeam
Every step below exists so the best talker 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 skills the job needs and the personality it takes. Hunter or farmer, new business or account care, decided before a single CV arrives.
Day 1, still
The ad writes itself from the ideal candidate.
Job description and job ad generated from that profile, in your words after a quick edit, written to attract the right kind of applicant rather than any applicant. 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 roles get their own listing with their own 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.
Licence, B2B experience, work rights, longest account held and how they held it. 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 missing basics to the bottom with the reason attached. Two hundred applications become twenty worth your time. You read twenty.
Days 2 to 7, in the background
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.
Days 5 to 7
The shortlist takes a ten-minute personality profile.
The twenty worth your time complete a DISC profile. The platform matches each one against the personality the job takes and tells you, in plain language, how they sell, how they handle pressure and where they'll struggle. The charming one and the right one are not always the same person.
Day 8
Interview six people instead of sixty.
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. 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.
Hiring sales reps, screen by screen
The first week above, one screen at a time.
Screen automatically.
AI scoring against the ideal candidate, and the CV's embellishment risk flagged.
Answer every applicant.
Acknowledgements and status updates, sent for you.
Profile for attitude.
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.
Six interviews booked, all against the same questions. You already know which two you'd hire before they walk in.
The seat is filled inside the month. And when the new rep is still there a year on, you know why. You hired the profile, not the pitch.
Who this is for
This is for you if
- You sell B2B on short cycles. Distribution, industrial supply, consumables, equipment.
- Twenty to two hundred staff and no HR team. Hiring is whoever has a spare evening.
- One or two sales hires a year, and you can't afford to get either wrong.
- 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. $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. The process from the top of this page, with the same odds.
GrowMyTeam
Your first month, with the first hire done with you, for less than a day of the empty seat. Every board, every applicant screened, structured interviews, and a record of every decision.
The Kick-start
Your first sales 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.
Case studies
50%
reduction in time-to-hire
6–8
shortlisted candidates from 50–80 applications
3 weeks
average time to fill a role, down from 6
Related reading
FAQ
Yes. That's the point of it. Screening questions filter on application, then the AI scores every CV against the ideal candidate and ranks them. You read the top twenty. The other 280 still get a reply.
Yes. Answer the questions about the role and the platform builds the ideal candidate: the skills the job needs and the personality it takes. Every shortlisted applicant then completes a DISC profile and is matched against it. Hunter and farmer are different profiles. It knows the difference.
Multiple boards, including SEEK, Indeed, LinkedIn, Adzuna and Glassdoor, from one screen. Multi-territory roles get separate listings.
You set the role up once and publish a listing per location. Applicants for each territory are screened against the same ideal candidate and land in their own shortlist.
For most trade and B2B sales roles, no. If you use an agency for a hard seat, load their CVs into the same process and measure them against the same ideal candidate as your own applicants.
No. It ranks, flags and explains. You interview, you decide, and every step is recorded so you can show your reasoning if anyone asks.
Tell us within seven days of your screening session and we refund the Kick-start in full. You decide whether it was worth interviewing, not us.
The Kick-start is your first month on the Essentials plan: the first hire done with you, then two more jobs you run yourself. After that we'll help you pick the plan that fits your volume. No pressure.
Got a sales seat sitting empty right now?
Every business day you wait is another $3,000. Start the first hire now, and if the shortlist isn't worth interviewing, you get your money back.