Through our blog posts, we are looking to share not only the value that interim and fractional sales leaders bring to an organization. We also cover a variety of topics and share our experiences, all of which are part of the “day-in-a-life” of a sales professional.
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Interviewing fractional executive candidates for sales roles requires a tailored approach, focusing on their immediate skills, task-specific effectiveness, and alignment with the organization's goals. While cultural fit remains important, it should complement the candidate's job fit within the unique context of fractional roles. By considering these factors, companies can make informed decisions when hiring fractional executives for their sales teams.
Read MoreIn the course of helping clients find their ideal CROs, I hear the gamut of perspectives from both the client side and the executive side on the role of Sales Head and the Chief Revenue Officer. The terms and roles are often used interchangeably, and the definitions of each role vary widely.
Read MoreIf there was a playbook for scaling with a perfect record, it would be legendary and omnipresent. There is not! One of the standard steps, though, seems to be the hire of a VP of Sales. This type of VP stays in place less than a year and in hindsight turns out to be a costly endeavor for a cash-strapped start-up.
Read MoreThe founder has taken the product to potential clients, hired a couple of salespeople, and sold it a few times. At this point do not HIRE your first VP of Sales! The executive recruiting process is going to take 6 months, cost $50-70k, and you will fire the person after 12-18 months and start over.
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