u/AcanthisittaNo6174

Hi all- Everyone’s posting jobs.

Everyone’s getting flooded with resumes.

And somehow… still missing the people who actually perform.

The best sales talent?

They’re not applying. They’re producing.

And the strongest companies?

They’re not just hiring resumes—they’re filtering for people who’ve already done the job at a high level.

Lately I’ve been seeing a shift:

• founders care less about “years of experience”

• more about: “have they actually hit real numbers?”

• and “can they do it again here?”

Same on the candidate side:

• top reps don’t want job descriptions

• they want real comp clarity + real pipeline + real leadership

When those two things line up… hires close fast.

Curious—what’s been harder lately:

finding legit sales talent?

or finding a company actually worth joining?

We specialize in a tight group of high performing sellers vetted by top quality leaders. If anyone is looking for top talent to drive revenue fast I’m happy to connect and share

What are the top two most important things for your business to be successful think of things like marketing sales hires developers product market fit what stage are you at now that would help transform your business

[supprimé]

If anyone with sales experience, that is a great closer and negotiator as well as a confidence speaker with stability of Internet at home, wants to get into a new role of real estate sales or appointment setting message me I have a good opportunity. This is a plus if you were in or near NY in the United States.

Hi everyone!

I’ve been building a small recruiting firm focused on GTM roles in tech (AEs, SDRs, RevOps, sales leaders)

Something I can’t stop thinking about lately:

A lot of the reps I’m placing right now have:

•	$1M–$5M quotas

•	and they’re actually hitting or getting very close

What’s messing with me is I also offer tips on compensation plans and their internal sales training/structure

When I place someone:

• I’m typically pricing based on salary only

But the actual outcome is:

• that hire goes on to produce $1M–$5M+ in revenue

So the value created vs how recruiting is priced feels… disconnected

What I’m seeing

•	Strong GTM hires = massive revenue leverage

•	The difference between a bad AE and a great AE is easily millions

•	Companies will spend endlessly on ads, tools, agencies…

•	but still treat hiring as a transaction, not a revenue driver

Where I’m conflicted

It makes me question:

•	Should recruiting fees be tied more to revenue impact?

•	Or is salary-based pricing still the right model?

•	Are the best recruiters just underpricing the value they create?

My takeaway so far

The more I do this, the more I realize:

placing the right GTM hire is probably one of the highest ROI decisions a company can make

But it’s not priced that way

Curious how others think about this, especially:

•	recruiters

•	founders

•	sales leaders

Are we all just accepting a pricing model that doesn’t match the actual value?

I’ve noticed something interesting over the past few years hiring and building teams…

The best companies don’t actually struggle to find talent but they struggle to find the right talent at the right time, with the right context.

There’s a huge difference between:

\- someone who interviews well

\- someone who looks good on paper

\- and someone who actually drives revenue or outcomes

Most hiring processes are still built around filtering resumes and running interviews… but the highest-performing teams I’ve seen operate differently:

\- they prioritize proven operators over polished candidates

\- they move fast when they see signal

\- and they treat hiring like a revenue function, not an HR task

What’s also become clear is that timing matters just as much as talent. The right person dropped into the wrong moment = miss. The right person at the right inflection point = massive leverage.

Curious how others are thinking about this right now:

\- Are you optimizing for speed or precision in hiring?

\- Do you trust your gut more, or your process?

\- What’s actually worked for you in finding people who perform, not just interview well?

Genuinely interested bc it feels like the old playbook is breaking a bit.

Looking for high-energy, articulate closers to join a fast-moving real estate team. This isn’t a 9–5 — it’s for people who want to close deals, earn serious income, and build real skills.

WHAT YOU’LL BE DOING

Calling, texting, and sourcing motivated sellers (inbound + outbound)

Running seller conversations and qualifying deals

Underwriting deals (we’ll train you if you’re coachable)

Structuring offers (cash, seller-finance, creative deals, etc.)

Meeting sellers in person when needed

Working directly with senior closers & leadership

Learning real negotiation,

Who you are:

•	Results-driven, coachable, competitive. Can negotiate and follow up well with prospects 

•	Comfortable having real conversations

•	Hungry for uncapped income and long-term growth

What you get:

Cell phone reimbursement

- Health insurance

- Opportunities for advancement

- Professional development assistance

- Travel reimbursement

$50k base + healthcare and cell phone and career advancement. Virtual appointment setter or local in NY area ONLY

About the company:

A high-growth investment model buying residential & commercial assets, focused on acquiring directly from motivated sellers and structuring creative deals.

DM me YOUR LINKEDIN if you want real deal experience, mentorship, and serious upside. I WONT BE ABLE TO GET BACK TO EVERYONE BUT IF INTERESTED ILL CONNECT WITH YOU ONCE THE ROLE IS CONFIRMED

I’ve been on the operator side, hiring and scaling revenue teams from $0 → $50M and generating $500M+ in revenue. One thing I noticed: most organizations hire sales talent and expect them to hit quota day 1… without giving them a pipeline or clear playbook.

That’s why I started experimenting with a different approach you have to hire the best talent and allow them to succeed with systems: whether it’s: 1) We place high-performing AEs/SDRs. 2) We help them ramp faster with ready-to-go outbound playbooks, 3) We surface leads and signals that show exactly who’s in-market

The result? New hires hit quota faster, and companies actually see growth from their investments in talent.

Curious if other founders/execs have tried bridging the gap between hiring talent and giving them pipeline from day 1. How do you make sure your sales team hits the ground running?

A lot of companies say they want A-players.

But the way they hire usually guarantees they won’t get them.

Something I’ve noticed after building sales teams for a long time the best people rarely choose companies for the reasons most founders think.

Average candidates focus on salary, title, and stability.

Top performers care more about the problem being solved, the leadership they’ll learn from, and whether they actually have ownership over outcomes.

They’re also really good at spotting when a company says it wants growth but doesn’t actually reward performance.

The best teams I’ve been part of all had a few things in common:

Clear targets.

Real accountability.

Ownership.

And a culture where strong performance is obvious and rewarded.

When those things exist, recruiting becomes a lot easier.

Because the right people are actively looking for environments like that.

The wrong people avoid them.

Which is kind of the point.

At some stage recruiting stops being about filling roles and becomes more about building a place where great people want to do the best work of their careers.

When that happens, the hiring dynamic changes completely. I’ve owned a revenue number and have an operators lens so know what great sales and GTM look like