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.

We've been working on something big🤫 Coming soon...

Both are important - in your opinion, which one is *most* important?

💻 Marketing professionals 💻 We are actively working on a variety of marketing roles with our clients, from entry level up to Director/VP. If you are looking for a new marketing role, please submit your resume at the link below to be added to our private candidate database. Our dedicated marketing recruiting team would love to help you find your next role! https://hubs.la/Q01_PMys0

How do you land the role when you’re up against more qualified candidates? As with any sales process, the goal is to differentiate yourself. You know you’re up against more qualified candidates and that they are going to have more experience, accolades, and checks on their resume than you do. How do you overcome each one of those? Go above and beyond in your research of the company. Instead of just looking online, reach out and talk to employees, clients - anyone who interacts with the company. Figure out why clients use them - or why others don’t. When you come in for your interview, you’ll know selling points and how you can help improve the sales process - giving you a huge advantage against other candidates who didn’t put in the work.

Win first. When you’re interviewing for a job, you have to sell yourself to the role first and then ask the questions later. You always want to make sure that a role/company is the right fit for you. But do this AFTER you’ve won and sold yourself to the hiring manager. Why? Hiring managers typically know after a first interview if they’re going to hire you or not. If another candidate goes into an interview and wins the job while you just ask questions to vet it out for yourself - they’re going to pick the candidate that came in and won the job.

Honored to announce that we've made the Inc. 5000 list for the second year, among some unbelievable companies! We couldn't have done this without each member of our team putting in countless hours of hard work, and winning every day. Congratulations to everyone who made the list 🎉

Inc. 5000 ✨wrong answers only✨ We couldn’t be more excited to announce that for the second time, Pursuit has made Inc. Magazine list of the 5000 fastest growing companies in America! Cheers to many more years building this company with people we love🎉

If you want A-Players on your team, your hiring process is a key factor. Over the years, we’ve seen countless interview processes and refined ours internally to make hiring decisions. Ultimately, there’s 3 things we’re trying to vet in our interview process. 1. Are they the right WHO? 2. Is this the right ROLE for them? 3. Is the opportunity a good fit for THEM? We intentionally structure each of our interviews around vetting out each one of these, so by the end of it we know if they’re the right fit all around or not.