As a recruiter, I’ve spoken to countless hiring managers who dream of landing that elusive A-player – the sales executive who will catapult their business from zero to hero overnight. However, few hiring managers take the time to consider what these top performers are actually looking for in a company. I’ll be doing a deep dive into the key factors that attract A-players and how you can position your organization to secure these game-changing hires.

Before you start your search for the perfect candidate, ask yourself these critical questions about your product or service:

  1. Is it truly innovative and disrupting the space?
  2. Is there a solid product-market fit and a proven value proposition in a well-defined market?
  3. Is there a clear path and vision to profitability?
  4. Do you have a concise go-to-market strategy that will sustain long-term success?
  5. Are you experienced enough as founders and managers, and have you outlined a path for growth for your team to succeed?

Now, what A-players are really looking for in their next career move:

Passionate, collaborative, and success-oriented people who will surround them day in and day out. A-players thrive in environments where they are surrounded by like-minded individuals who share their drive and passion for success. They want to be part of a team that pushes each other to achieve greatness and celebrates wins together.

Empowerment and autonomy over their role as a sales executive, with runway for opportunities to make an impact on the company’s growth. Top performers desire the freedom to take ownership of their role and make a solid impact on the company’s growth. They want to be trusted to make decisions and given the resources they need to succeed.

Transparency on achievements where hard work and results are recognized and celebrated monetarily. A-players expect their efforts and results to be acknowledged and rewarded. They want to work for a company that values transparency and has a clear system in place for recognizing and celebrating success.

Competitive comp and equity – a competitive base salary and equity package should reflect the value and business acumen the candidate is bringing to the table. Top sales executives know their worth and expect to be compensated accordingly. They are looking for a competitive base salary and an equity package that reflects the value they bring to the organization.

Understanding the aspirations and motivations of A-players is the key to attracting and retaining these top performers. By creating a company culture that embodies these values and offering a competitive compensation package, you’ll be well on your way to building a team of sales superstars who will take your business to new heights.