2. THE SALES HIRING HANDBOOK
Written by Mike McCandlish, is a guide for hiring VP Sales, Directors of Sales and Marketing, Sales Managers and
Account Executives.
ARE YOU HIRING SALES MANAGERS, DIRECTORS OR
VP’s?
•Sales questions and potential responses are included for
interviewing sales managers.
•Gain valuable insight into what motivates sales
representatives and how to evaluate past performances and
experiences
This informative book is provided for Free to Hiring Professionals!
If you are a job candidate, you can purchase this book at www.sales-hiring.com.
3. WHEN SHOULD YOU HIRE A RECRUITER?
• Can you benefit from having independent recruiters always looking for
key people for your organization in the market?
• What does it cost you to take time out of your day to hire?
• What is the true cost of an empty territory?
• Hiring a VP of Sales- Qualified Directors and Vice President who work
at American companies don’t typically read or certainly respond to the
want ads!
4. Why Choose
The McCandlish Group?
The McCandlish Group
sales
hiring specialists
• Our Focus
• Our Standards
• Our Approach
5. OUR FOCUS
We specialize in sales and marketing positions.
Typical business development job titles include:
•Sales Representative, Sales Manager, Sales Engineer
•Director or Vice President of Sales or Marketing
•Account Executive, Account Manager, Key Account Rep
The best sales organizations have extensive and methodical hiring processes. They have found that the right sales manager
can become the long-term glue of an enterprise. We are very effective in finding this type of individual!
6. OUR STANDARDS
We maintain a commitment to high performance and industry knowledge.
•Confidentiality
•Ethical Business Practices
•Professional standards for both client and candidates
7. OUR APPROACH
• Consultative Staffing - We work with a client to fully understand
his or her company culture and staffing needs.
• Mutual Match - We carefully compare a client's needs with that of our
employee's experience, skills & qualifications, assessing whether a mutual fit
exists.
• Customer 1st - We ensure constant contact with you and the employees
we place with you, before, during and after every staffing assignment.
8. PROCESS TIMELINE
Week 1 Pull from our candidate database and network of contacts
Week 2 Conduct Interviews with candidates who fit the profile
Week 3 Screen all candidates and present “A-List” candidates
Week 4 Interviews are conducted, candidate of choice is given an offer
9. WHAT OUR SEARCH SERVICES INCLUDE:
• Pull from our company database of
30,000 candidates
• Pull candidates from lists of competitors
(if requested)
• Reach out to our network of contacts
and associates for additional referrals
• Post on over 3400 job boards
• Interview viable candidates after reviewing
resumes. You see approx. 10% of those
interviewed
• Conduct 2nd
interview and get writing
samples from candidates about issues not
on resume
• Search for history of achievement and
evaluate if they are motivated to work
Week 1 Week 2
SO FAR THIS IS FOR FREE …YOU ONLY PAY US IF YOU HIRE OUR CANDIDATE!
10. WHAT OUR SEARCH SERVICES INCLUDE:
• Submit candidates that have done the work you listed in your requirements.
Some may be a 90% match, some possibly 100%. We will submit both!
• Review and evaluate our candidates and interview shorty after if you have
interest
• If you wish for us to make an offer, we provide this service
Weeks 3 & 4
SO FAR THIS IS FOR FREE …
REMEMBER YOU ONLY PAY US IF YOU HIRE OUR CANDIDATE!
11. PARTIAL CLIENT LIST
It’s been said that we are partially judged by the company we
keep. Over the years, we have been fortunate to work with
some of the best companies in the country, including IBM,
Cisco, Sterling Commerce, Qwest and hundreds of others.
Some of our current and past clients are shown.
