Step 3. Hiring Your First Salespeople - The right way

Let's assume, your business is making sales and bringing in cash. But most of the sales were completed by you. It's time to hire someone to do what you’re doing to make sales, so your business can really start to grow. Your first sales hire should actually be two Salespeople. Here's why: 1. If one quits you don't have to start from scratch. You still have someone selling. 2. When you bring on another salesperson, one of your original salespeople can help with the onboarding. 3. One of them may end up being your new sales manager. Caution: Make sure you have made good progress on your Sales Playbook. Using your Sales Playbook will shorten the onboarding period and have your new people selling sooner. Here's 3 RESOURCES for you: 1. 18 initial interview questions, along with desired answers, to ask a salesperson in an interview. https://drive.google.com/file/d/1GfPdg49AzLX6ZH3C-M6HgTD1uTHLg7Ss/view?usp=sharing 2. 22 questions to ask your Sales Manager candidate. https://docs.google.com/document/d/1VSjkgWYwmFZKCouFQ_W4YvbAI75OA8MO/edit?usp=sharing&ouid=116062764212801437369&rtpof=true&sd=true 3. 118 additional interview questions you can ask anyone in your sales department. This should cover everything you need to know about your candidate. https://drive.google.com/file/d/1JwLqqzct-4w8gJig5GXtYKxB_emc3YQj/view?usp=sharing You need new revenue and more time, and hiring your first salespeople feels like the next move. But a rushed AE or SDR hire often stalls pipeline, burns cash, and drags you back into founder-led selling. This video shows a clean, step-by-step way to hire right the first time. You’ll learn how to define the role, set quota and KPIs, write a clear scorecard, and run a simple interview loop that tests real skills. We cover comp plans that align with margin, a 30-60-90 ramp plan, daily coaching rhythms, and how to plug your new rep into a usable Sales Playbook. You’ll also see when to start with an SDR vs AE, how to avoid “hero” hires, and the exact signals that show a rep is ready. 3 Biggest Takeaways 1. Hire in pairs, not singles: It's highly recommended to hire two salespeople at once. This strategy provides a safety net if one doesn't work out and creates an internal resource for training and peer support as you scale. 2. Prioritize salespeople over a Sales VP: Early on, you need "doers" who can execute and generate revenue. Hiring a VP of Sales too early can be a mistake; instead, focus on building the frontline team first. 3. Preparation is non-negotiable: Before your new hires start, your sales playbook must be well-developed. Your goal is to get them productive as quickly as possible, and a documented system allows them to "hit the ground running" immediately. Frequently Asked Questions (FAQs) Q. Why should I hire two salespeople instead of just one? A. Hiring two people ensures you aren't left "high and dry" if one hire isn't a good fit. Additionally, it fosters a collaborative environment where team members can help train each other, reducing the burden on you as the founder. Q. Is a 30-minute phone consultation enough for an initial interview? A. Yes, a focused 30-minute call is an excellent way to gauge if a candidate is a good cultural and professional fit before moving them into a more intensive interview phase. Q. What should I look for in a "well-rounded" salesperson? A. Beyond just sales history, look for candidates who handle specific situations professionally, align with your company culture, and can work effectively even with people they may disagree with. Q. What's the most important thing to have ready before they start? A. Your sales playbook. This is the first thing they will see, and it should contain the daily tasks and strategies they need to succeed. The more content you have ready, the faster they will become productive. Q. What happens if I don't get the hiring process right? A. Hiring the wrong person can cost a "ton of time and a ton of money." Since sales make or break a company, using a structured interview system with pre-vetted questions is essential to finding the right talent.