Wahoo Recruitment · Hiring insights
Better questions for commercial hiring.
Practical considerations for defining a role, assessing commercial experience and planning an international search.
Discuss a searchAssessing sales performance
A headline number is a starting point. Ask what the candidate owned, what they inherited and how the result was achieved. Explore the territory, target, customer segment, deal cycle and resources behind the performance.
Use a specific example to follow their decisions from first contact to close. Discuss obstacles, trade-offs and lessons learned. Then consider how that experience would translate to your own sales environment.
Building commercial teams
Before drafting a job description, define the result you need and the gaps in the existing team. Be clear about which decisions the new hire will own and which depend on others.
Agree on the evidence you will use to assess candidates. Distinguish capabilities needed on day one from those that can be developed. Give candidates a clear account of the opportunity, the constraints and what success would look like.
International hiring
A familiar job title can describe different responsibilities in different markets. Clarify customer coverage, language requirements, location, travel and the support available before beginning outreach.
Assess relevant customer and market experience alongside the candidate’s ability to work with the wider team. Make expectations explicit so both sides can judge whether the opportunity fits.
Start with a conversation
Planning an important commercial hire?
Let’s discuss the role, the market and what a successful search could look like.
Book a conversationA short conversation is usually the best place to start.
Tell Adrian what you are trying to hire, where the search is proving difficult and what a successful outcome needs to look like.
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