Month: June 2025

Emerging Trends in SaaS Sales Hiring: What CEOs Need to Know in 2025

Posted on by Nick Mann

While SaaS sales trends are always evolving, 2025 has seen transformation at breakneck speed. From the infusion of AI to hybrid work being the new norm to burgeoning salesperson salaries, a lot is going on this year. With that said, let’s jump right into the emerging 2025 trends in SaaS sales hiring that CEOs need to know about.

AI is Approaching Ubiquity in Sales Candidate Screening

Given that AI has spread its tentacles to nearly every area of business and life, it should come as no surprise that it’s being utilized in SaaS sales hiring as well. Nearly every company with even an ounce of tech-savvy is experimenting with AI in at least some capacity.

While AI hasn’t quite become ubiquitous in SaaS sales hiring, it’s getting pretty close. In fact, recent research states that “87% of organizations now use AI at some point in the hiring process.” And with more and more people seeing firsthand the immense impact AI can have on sales recruiting — mainly being able to effectively filter through a huge candidate pool and find the best of the best — this is a trend that’s only going to continue to grow.

Not to mention, AI offers plenty of other ultra-practical features like auto-scheduling interviews, offering 24/7 responses to candidate inquiries, and sifting through mountains of data to help recruiters make smarter long-term decisions.

Put that all together, and it’s clear that those at the forefront of SaaS sales hiring are looking for innovative ways to leverage AI in their workflows.

Tech Stack Fluency is Officially a Must

SaaS sales reps sell tech. So it only makes sense that they shouldn’t just be knowledgeable about tech. They should be extremely proficient.

A big part of that is what I like to call tech stack fluency, which means having the ability to assemble a list of cutting-edge tools that covers all the bases — from lead nurturing to CRM to delivering demos and beyond.

This is a huge contributor to enabling a rep to perform their job at a high level and provide the best possible customer experience. That’s why I suggest making tech stack fluency a prerequisite for landing a job at your company and directly asking candidates about the specific tools they use.

The Majority of Sales Reps Now Work Hybridly

The trend of SaaS sales reps working hybridly, with a mix of their time spent in-office and at home, has been steadily growing. And of course, COVID cranked it up to a new level. That said, you’ll likely be surprised at the sheer number of salespeople working hybridly today.

According to HubSpot’s 2024 State of Sales Report, “71% of US sales pros work hybrid, up 45% from May 2022.

And Mark Burdon, a former IBM Solutions Sales Rep and HubSpot blog contributor says this is having a positive impact on sales. “Sales development reps used to be in the office before … smiling and dialing as they used to call it … but working from home enables them to now interact with customers more and be customer-facing,” Burdon explains.

Given how common hybrid positions now are and the benefits they can have, such as boosting salesperson productivity and making reps happier, this is a work arrangement that’s well worth considering in 2025. For more information on the pros and cons, check out this blog post we wrote about remote vs. in-house sales teams.

Salesperson Salaries Have Seen a Noticeable Spike

Like most industries, salaries generally rise consistently in SaaS sales. But in recent years, we’re seeing a trend where compensation is stronger than ever.

This is especially true for account executives, who, as of 2025, earn between $92,000 and $218,000 per year. For SDRs, those numbers are lower, but they’re still clocking in at $88,000 to $177,000. And when it comes to enterprise reps, you can expect to pay even more.

For perspective on what the trajectory looks like over time, here’s a graph that shows the on-target earnings for AEs from 2012 to 2024.

The takeaway here is that securing highly talented SaaS salespeople is becoming costlier — something that’s due to multiple factors, but a talent shortage mixed with high demand is one of the main reasons. Therefore, it’s more important than ever to offer competitive pay and benefits, and if possible, go higher than your competitors.

This brings us to the last of the 2025 trends in SaaS sales hiring.

Evolving Buyer Needs Demand Deeper Salesperson Knowledge

You could make the argument that SaaS buyers are collectively more cautious than ever. This is especially true when it comes to buying premium SaaS products, especially on the enterprise level, where a major investment is involved.

With so much riding on making the right decision and so many options to choose from, it often takes a lot to get leads over the buying hump. To thrive in today’s intense SaaS selling environment with evolving buyer needs, a salesperson needs to possess deep knowledge and be comfortable working their way through an often longer sales cycle than what we saw in the past.

So, how should you respond to this trend?

If possible, opt for more seasoned SaaS sales candidates rather than rookies, as they’re more likely to be able to handle the challenges and complexities. Also, aim for a consultative approach to selling, where reps focus on building relationships with leads rather than just making a quick transaction. Reps with strong listening skills, communication, and collaboration, and who can deliver a personalized customer experience, tend to do well with consultative selling.

Getting on Board with 2025 Trends in SaaS Sales Hiring

SaaS sales hiring is undergoing rapid change in 2025, with things like advancements in AI, tech stack fluency, and hybrid work standing out. By staying proactive with your approach, you should be positioned to find elite reps and stand out in the increasingly competitive landscape.

And if you want to find the best and brightest in your industry, use the Sales Skills Assessment to analyze core competencies with 95% accuracy.

How to Create a Talent Development Plan to Keep Your SaaS Salespeople Engaged

Posted on by Nick Mann

Hiring top SaaS sales talent is incredibly important in today’s hyper-competitive business landscape. But that’s only half the battle. You also need to retain them, as this is the real key to thriving long-term. Rather than leaving retention to chance, your best bet is to create a fleshed-out talent development plan that crystallizes the exact steps you’ll take to keep your SaaS salespeople engaged.

Below is the core process for creating a winning talent development plan.

Bake Mentorship Into Your Team Dynamic

Let’s say you recently hired a new sales rep with a proven track record and talent that’s off the charts. You know that if given enough time, they’ll thrive on your SaaS sales team. But what can you do to accelerate the process and throw gasoline on the proverbial talent development fire?

One of the best ways is to have a system where seasoned salespeople who know the ins and outs of your company can impart their wisdom and knowledge. In other words, mentorship.

Now, some degree of mentorship happens organically on a sales team. But you can expedite it by baking mentorship into your team dynamic and prioritizing it with new hires.

According to research, “97.6% of U.S. Fortune 500 companies have mentoring programs,” with 91% proving to be effective.

As for the nuts and bolts of a mentorship program, there are five key steps involved.

You can learn more about the process through this in-depth guide.

Identify Skills Gaps

I think most of us can agree that internal hiring is usually a smart move if you have a focus on salesperson engagement and retention. For perspective, “Statistics show that when employees are promoted, they are 70% more likely to stay long-term. And 62% of employees who make lateral moves experience high retention rates with the company.”

But to be successful with internal hiring, you need to first pinpoint where you’re lacking and what specific skills gaps there are. Maybe, for example, your sales demos aren’t advancing enough leads to the next stage of the sales funnel. You could likely benefit from moving a promising sales rep up the ladder to become an account executive, where they could strive to refine sales demos.

The point here is that an integral part of talent development is figuring out exactly what skills demand your attention. This brings us to our next point.

Offer Individualized Skills Development Training for Skills Gaps

Once you know which skills need work and which positions need filling, you’ll want to do two things. First, figure out which salespeople are a good fit for development. And two, offer each salesperson individualized training to help them reach their peak potential.

Note that you probably won’t have the time to devote attention to every single salesperson in your SaaS company, especially if you’re a mid-sized or large business. In fact, I generally recommend using the Pareto Principle or 80/20 rule here, where you focus on the most promising 20% of your team.

Then, once you get that initial 20% squared away and have improved their skills, you can move on to the next segment of your workforce.

When I say “individualized training,” I mean zeroing in on developing the necessary skills that are lacking by position, as well as the areas in which each rep could improve.

Some examples could include:

  • Cold calling
  • Delivering demos
  • Handling rejection
  • CRM mastery
  • Deal negotiation

Here are some more ideas.

Be Sure to Provide Incentives

For reps with a natural drive, skills development in and of itself is enough to keep them motivated. Others, however, may need a little incentive to keep them on the progression path. And even the most type-A sort of personality still wouldn’t mind a little something something for their troubles.

That’s why we suggest providing incentives with your skills development training, as this can break down many barriers of resistance and give reps the fuel to keep pushing onward when they “hit the wall.”

Note that this doesn’t have to be anything over the top. In many cases, simply making it a point to acknowledge a salesperson’s wins and give them recognition is all it takes. Other ideas include creating a “skills development leaderboard,” where you highlight who’s stepped their game up and the specific areas they’ve developed.

Or if you want to spice it up, you can always offer financial incentives like gift cards or bonuses. Often, the small financial investment you put up for these incentives will pale in comparison to the increased revenue you’ll see from talent development.

Keep Iterating Your Talent Development Plan

Everything we’ve mentioned so far — mentorship, identifying skills gaps, individualized training, and incentives — is the core part of a talent development plan. But there’s one last step in the process, and that’s continually analyzing and refining your talent development plan to ensure it’s firing on all cylinders.

The best way to do this is to use AI or analytics to track the KPIs that are most instrumental to your sales team’s growth and evolution.

Say, for instance, the main purpose of mentorship is to accelerate new hire ramp time and help them reach their sales quotas quicker. You may want to measure the time it takes for them to reach full productivity or a specific sales benchmark.

Then, you could compare that against prior data to see if your efforts are paying off. If not, you would need to make some adjustments. And if they are paying off, you would want to see if there are any micro-improvements you could make to drive further progress.

Besides just looking at the numbers, also be sure to gather firsthand feedback from team members to see where talent development could be improved.

Development > Engagement > Retention > Success

Simply hiring great talent is a good start. But it’s not enough to flourish in the SaaS industry.

You need to think long-term and focus heavily on salesperson development and engagement, which not only helps them stay locked in and committed to their job but also sets the stage for retention and true success.

If you’re ready to turbocharge your SaaS sales recruiting and build an airtight recruitment funnel, schedule a demo with HireDNA today.