Pursuit

Hiring sales is different from hiring any other position. Why? Recruiting shifts when you have to vet out the soft skills required for sales, rather than matching resumes with open positions. Hard skills are easier to find as they are 'measurable' and soft skills are not; a lot more strategy, preparation, and intentionality are required to seek out the soft skills needed for sales roles. We have placed numerous candidates that weren't a fit on paper but were a strong fit for the actual role. A resume never tells the whole story.

I am excited to announce that I have accepted a position with HealthTrackRx as Territory Director in Salt Lake City. I want to express my gratitude to Keilin Jeter for her initial outreach and for connecting me with Sean Morrissey and the HealthTrackRx team. I look forward to contributing to the impact HealthTrackRx is making in the medical diagnostic testing industry. Reflecting on my last 3+ years with Henry Schein Dental, I am thankful for the experience gained and the relationships I’ve had the chance to build in the Mountain West region and the dental industry. The mentorship and friendship I received have been invaluable, and I am eager to apply what I have learned as I transition into the medical field.

We spend a lot of time talking to clients about what they want in their next hire. Right now, we’re helping a software development + AI startup expand their Account Executive team. In just 3 months, we’ve placed 25 AEs with them—and they're still filling 9 more seats. Some common themes in what we hear about the candidates they hire: 👉 “They know how to hustle.” 👉 “They’ve got a lot of grit.” 👉 "They know not to settle." Here’s the takeaway: the "it factor" that gets you hired in sales isn’t always on your resume. It’s in how you show up, how you sell yourself, and how you prove the intangibles that set you apart.

Want to help build a company? Pursuit is consistently growing and hiring sales recruiters to join our team throughout the rest of this year. We want people who are: - Motivated by the idea of creating something bigger than themselves - Relentless in their drive - Excited to gain sales experience at a rapid pace - Desire a people-first culture If this sounds like you, we’re always looking for talented people who want to grow with us! Send resumes to Morgan Burks - mburks@pursuitsalessolutions.com.

We just placed an AE for our tech real estate client - here’s what made them stand out ⤵️ In the interview, they: - Had researched the company thoroughly and complemented the interviewer's background - Identified potential clients from their personal network - CLOSED the hiring manager in the interview The candidates we see win time and time again don't just answer the interviewer's questions; they treat the hiring process like a sales process.

An interview thank-you isn't just a box to check; it's another chance to sell yourself to the role. How to crush the interview thank-you: 1️⃣ Tie yourself directly to the challenges they mentioned and how you'd solve them. 2️⃣ Be really specific about why YOU are the best fit for the role - what do you bring that others don't? 3️⃣ Address any hesitations they shared about hiring you and why you're still a fit despite those hesitations. (Tip: this means you have to ask what those hesitations are first) Use this as a chance to stand out, not just a formality!

You're not the only one interviewing for a role. It's a hard truth, but an important reminder to figure out how to make sure they remember you. ➡️ Don’t just talk about your experience, explain how you can directly solve the challenges this company is facing. ➡️ If you’re in sales, every interview is a pitch. Show them you can handle objections, adapt on the fly, and make a compelling case for why you’re the right fit. ➡️ Show them what's not on your resume. Interviews are your chance to show the intangibles you possess that make you the right fit for this role. You can still win the role against "more qualified" candidates. Make it obvious in the interview process how you'll move the needle.

You can't train someone to have the ability to pick up the phone after the 50th “no”. But you can train someone on your product or your industry. Before you start interviewing, ask yourself: ➡️ What skills can we teach this person once they’re here? ➡️ What do they need to walk in the door already wired with? Nail this down before you start interviewing, and then hire based on what you can't teach.

Most companies limit their candidate pool. They set out to hire by looking for someone who already has X years of experience, selling the same product, in the same industry. Here’s the thing: your next top performer might not sell what you sell, or even be in your same industry yet. If you only focus on hard skills, you'll overlook the soft skills it takes to succeed in sales. The key? Sort traits into: 1. Teachable: product knowledge, sales process, industry info 2. Not teachable: resilience, drive, work ethic, EQ Hire for the traits that you can't teach, teach them the rest. You'll have a wider candidate pool, but will be hiring based on actual indicators of success.

Want to join a company you can grow with?📈 We're continuing to hire sales recruiters to join our team in Dallas through the end of the year! Apply if you: - Get excited about the idea of building a company - Want to help people get their dream job - Want to gain sales experience at a rapid pace - Have relentless drive - Desire a people-first culture If this sounds like you - reach out to our team or apply below!