Category: Sales Recruiting

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.

Why Talent Acquisition Leaders in SaaS Should Leverage AI Recruiting Tools

Posted on by Nick Mann

AI has seemingly spread its tentacles to nearly every area of business and life. And SaaS sales recruiting is no exception. Recent data has found that 65% of recruiters already use AI in some capacity, and that number will only continue to rise. That said, some recruiters are still asking themselves, Is AI truly useful, or is it just hype? While everyone is entitled to their own opinion, this post will focus on the immense practicality of AI recruiting tools and why they’re so useful. Let’s dive in.

Accelerate Recruiting

Automating recruiting is nothing new. In fact, basic applicant tracking systems have been around since the late ’90s. But AI takes efficiency to a whole new level.

With it, you can automate what have traditionally been extremely meticulous tasks like sifting through resumes, analyzing candidate competencies, finding strong matches, and communicating with candidates. Rather than painstakingly going through dozens or even hundreds of resumes and trying to find the right fit, AI can do all of the filtering for you based on your specific criteria.

And for communication, you can use AI to automatically schedule interviews, send reminders, and provide updates with zero effort on your end. That way, you can devote more time to higher-value tasks.

For perspective, AI saves recruiters nearly three hours per week.

Find the Perfect Match for Your Unique Role

Each SaaS sales position is different. So even if a rep would thrive at one company, they may not be as effective at another. One of the most exciting things about AI recruiting tools is that you can use them to find your perfect match in a way that would be nearly impossible otherwise.

Take, for example, HireDNA, which uses candidate matching and predictive analytics to assess candidates on a multitude of core competencies. Besides analyzing hard skills, it can provide detailed insights into motivation, responsibility, lead hunting, and even the ability to handle rejection.

This is huge for recruiting because you can quantify what used to be unquantifiable and compare candidates side-by-side to find the ideal person. When used in this way, AI is perfect for creating a shortlist of candidates and knowing precisely what each person brings to the table.

Dramatically Reduce Bias

Bias in recruiting can be problematic mainly because it can lead to poor hiring decisions, which can result in lower productivity and higher turnover. Besides that, it can lead to less diversity, less innovation, and in some cases, it can even hurt your reputation.

But this is another area where AI recruiting tools can help. By zeroing in on objective data like the core competencies mentioned above, it can pinpoint the candidates who are truly most qualified without human bias becoming a factor. By the way, bias is impossible to eliminate altogether, as it’s often unconscious.

One survey involving “3,000 UK and US workers found that not only do 49% think AI could help the issue of bias and unfair treatment in hiring, a whopping 46% actually believe AI will be better than humans at being fair in the hiring process.”

If you’ve been frustrated about bias creeping into your SaaS sales recruiting, AI may be right up your alley.

Create a Better Candidate Experience

Customer experience is obviously an area that SaaS companies focus heavily on, and for good reason. But one area where some companies lack is the candidate experience during recruiting.

Providing a positive candidate experience from start to finish is key to succeeding in the first stages of awareness, attraction, and interest. And it’s equally important during the latter stages of application, interviewing, and actual hiring.

According to research, “66% of candidates said a positive experience influenced their decision to accept a job offer.” On the other hand, “Poor experiences, such as lack of communication or unclear job expectations, led 26% of job seekers to decline offers.”

If you can be the company to go above and beyond what candidates expect, you’re almost guaranteed to have a SaaS sales recruiting edge over much of the competition. And AI can help you do just that.

One of the best examples is using an AI chatbot to communicate with candidates in real-time, every step of the way. If someone has hiring-related questions, a chatbot could instantly give them an in-depth answer or point them to appropriate resources. And as the candidate progresses through the hiring journey, the chatbot can provide consistent updates to keep them in the loop.

And we mentioned earlier, AI tools are perfect for scheduling interviews and sending timely reminders. That way, there’s no confusion for candidates, and you can dramatically reduce the number of interview no-shows.

Leverage Robust Analytics

Finally, AI recruiting tools are excellent for providing your business with high-level data to make smarter decisions moving forward. AI is capable of analyzing massive data sets, where it can uncover trends, patterns, strengths, weaknesses, and more.

For instance, you could use AI to analyze an employee’s resume and assessments and compare them against their job performance. Armed with this information, you could predict with a staggering degree of accuracy the likelihood of success a future potential candidate would have.

Or, you could use AI to analyze video or voice interviews to gauge things like communication abilities and EQ, which are often linked to success in the SaaS sales world.

Why AI Recruiting Tools Are a Must for Modern SaaS Sales Hiring

A few short years ago, AI was just emerging. It was interesting, but a little rough around the edges and more of a novelty. Fast forward to 2025, and there’s no denying its immense capabilities that only continue to grow and evolve.

From expediting recruiting to spotlighting A+ talent based on objective data to reducing bias and helping recruiters make data-driven decisions, there are a myriad of use cases. To help you get started, we’ve included a comprehensive list of AI recruiting tools (created by AI) at the bottom for quick reference.

And if you’re looking for arguably the top candidate assessment currently available to find the absolute cream of the crop, check out our Sales Skills Assessment.

ToolBest ForKey FeaturesAI CapabilitiesLink
HireDNAEnd-to-end SaaS sales hiringRole-matching, predictive analytics, sales-specific assessmentsAI matching, performance prediction, automated screeningVisit HireDNA
GemTalent pipeline analyticsCRM for recruiting, outreach automation, pipeline visibilityPredictive analytics, outreach optimizationVisit Gem
HireEZ (formerly Hiretual)Sourcing top sales talentDeep web sourcing, market insights, outreach sequencingAI candidate ranking, persona generationVisit HireEZ
Eightfold.aiTalent intelligence at scaleTalent rediscovery, DEI optimization, career site personalizationDeep learning for skill/role matching, success predictionVisit Eightfold.ai
SeekOutSourcing diverse SaaS sales repsDeep candidate filters, diversity search, GitHub/LinkedIn x-rayAI-powered search, DEI analyticsVisit SeekOut
Paradox (Olivia)Candidate engagement automationAI chatbot, scheduling, FAQ automationConversational AI, automated screening & remindersVisit Paradox
TextioInclusive job descriptionsAugmented writing, tone and bias detectionAI-driven language analysisVisit Textio
HireVueVideo-based sales role interviewsPre-recorded/video interviews, assessmentsAI facial/speech analysis, candidate scoringVisit HireVue
Lusha TalentProspect-like sourcing for sales candidatesContact-level data, CRM integrationsSmart filters and enrichment using AIVisit Lusha
TopFunnelSales candidate engagementAutomated email outreach, integration with ATSAI-optimized sequencing and candidate targetingVisit TopFunnel

How to Stand Out to Top Sales Talent in a Competitive SaaS Market

Posted on by Nick Mann

It’s something I’ve said time and time again on this blog. The size of today’s SaaS market is truly staggering. Data varies, but a recent study estimates that there are up to 42,000 SaaS companies operating globally, with 17,000 in the US alone. While this means exciting tech advancements and endlessly innovative features for consumers, this presents a recruiting conundrum for many SaaS brands, and it’s essential to stand out to top sales talent.

Otherwise, finding consistent growth and success will likely be an uphill battle. With that said, I’ve compiled a brief list of practical strategies to not only appeal to today’s top talent but also retain them.

Start with Offering a Competitive Salary and Benefits

SaaS recruiting trends are continually changing. But one thing that will never change is elite sales talent seeking competitive pay.

Top salespeople know they’re skilled. They also know they have plenty of leverage and shouldn’t settle for below-average or even average pay. In fact, one study found that 89% of salespeople leave for better pay.

The same article also mentions the financial impact that high turnover can have on a company. “Turnover rates near 35% can be expensive, requiring not only the costs of training and investment, but also of acquiring a replacement.”

So even if you save a little bit initially by paying salespeople less than your competitors, you can easily end up paying more in the long run when you consider costs like rehiring, onboarding, and training.

The bottom line is that offering a competitive salary and benefits is a must for getting ahead in the SaaS industry. And benchmark salaries are something you shouldn’t continually assess to ensure you remain competitive.

For insights on how much you should pay top talent, check out this blog post we wrote on SaaS sales salary.

Build a SaaS Recruiting Hub on Your Website

This strategy seems like a no-brainer to me, and I find it shocking that more SaaS companies aren’t doing it. By the way, when I say “recruiting hub,” I’m referring to a dedicated section of a website where candidates can find information on your company, benefits of working for you, testimonials from current/previous employees, and job listings.

Hands down, one of the best examples is HubSpot Careers.

It’s simple, straightforward, and very professional.

With just a few minutes of browsing, candidates can learn everything they need about HubSpot and find an up-to-date listing of all available positions.

Keep in mind that HubSpot is one of the biggest SaaS companies in the world, and their Careers page is quite exhaustive. Therefore, you probably won’t need to create a recruiting hub that’s this robust for your SaaS company. But this example should serve as an excellent example to get your creative juices flowing.

Once you have a solid resource, you can point candidates to it from job boards, social media, or anywhere you recruit. And at the same time, it works as a passive recruiter, as anyone who lands on your website can easily find it.

Not to mention, when done professionally, this can go a long way in helping you stand out to top sales talent and distinguish your brand from the competition.

Win the Recruiting War with Data

If you’re not using data, you’re missing out. It’s that simple.

One example is analyzing key hiring metrics like time-to-fill, cost-per-hire, and sourcing channel effectiveness, which provide clear insight into what’s working and what’s not. In turn, you can make ongoing adjustments to optimize all of these areas and maximize your ROI.

Another example is using predictive analytics to determine the likelihood of a candidate’s success with your SaaS company. With HireDNA, for instance, you can create a candidate profile for each person and, at a glance, analyze their core competencies like motivation, responsibility, and the ability to handle rejection. All of which are scored, so you can quantitatively measure one candidate against another.

If you haven’t implemented some form of analytics yet, now is the perfect time to get started, and you should see a noticeable impact within a month or two.

Make the Candidate Experience a Pleasure, Not a Burden

Elite candidates don’t stay on the market for long, and they don’t want to deal with a bunch of hassle to find a position. Therefore, providing an amazing candidate experience should be another top priority.

So, how can you do this?

First, keep the length of any forms candidates have to fill out to a bare minimum. Don’t ask needless, extraneous questions, and offer auto-complete so candidates don’t have to manually fill out basic contact information.

Next, automate hiring communication to keep candidates in the loop without needless back-and-forthing. Not only should this provide a better candidate experience and maximize transparency, it should also save you time as well.

Third, let candidates schedule interview times that are convenient for them with a tool like Calendly. This allows them to look at multiple interview slots and choose the optimal time without zero friction.

Best of all, you don’t have to waste time setting up interviews, and both parties will receive reminders before an event.

Finally, don’t have any more interview rounds than absolutely necessary. For most SaaS sales positions, two is plenty. Once you go beyond that, you’re likely to see a steep drop-off rate.

Using Smart Tactics to Stand Out to Top Sales Talent

With SaaS being such a saturated industry, you can’t expect to slap up an ad on a job board and be flooded with A+ talent. Finding success requires careful analysis and putting yourself in the shoes of top salespeople. Winning is one part tried-and-true techniques, like offering a competitive salary, and one part cutting-edge techniques, like leveraging data and automation technology to win over elite candidates.

If you’re ready to elevate your SaaS sales hiring, try out our Sales Skills Assessment. It’s 95% accurate in predicting future success and was voted the gold medal winner top sales assessment for 11 consecutive years by Top Sales World.

What SaaS Founders Need to Know About Building a World-Class Sales Team

Posted on by Nick Mann

Outside of the product itself, your sales team’s performance is arguably the biggest factor in your SaaS company’s long-term success. As such, it’s essential to look beyond quick wins and see the big picture when deciding who to hire. For this post, I’ll dissect the components that go into building a world-class sales team so you’ll have the right mindset to thrive in the subscription economy.

Success Relies on More Than Just Hard Skills

Don’t get me wrong. Hard skills like product knowledge and pipeline management are extremely important. And you’re probably not going to get far if you hire SaaS salespeople who lack fundamental hard skills.

But I think a common issue among many SaaS founders is that they focus too heavily on hard skills, to the point that they neglect equally critical soft skills. In fact, given how soft skills like communication, active listening, and resilience are to this profession, you could argue that many soft skills are just as important to a rep’s success.

For perspective, I asked Google Gemini to create a table with a side-by-side comparison of core hard and soft skills.

With a glance at this table, it’s easy to see why you shouldn’t skimp on soft skills. Instead, finding salespeople who possess essential soft skills is something you want to bake into your SaaS sales recruiting process. This brings me to my next point.

Objectively Understanding a Rep’s Core Competencies is Vital

As I just said, hard skills are certainly important. But that doesn’t mean soft skills should be overlooked.

But even better than basing your hiring decision on analyzing both hard and soft skills is basing it on understanding a rep’s core competencies — something that’s almost guaranteed to show you the big picture.

Some specific examples of core competencies can include motivation, being able to control emotions, lead-hunting capabilities, and decision-making skills. There are a plethora of other core competencies, but this should give you a basic idea of what I’m referring to.

The question is, how do you objectively assess a salesperson’s core competencies?

Perhaps the most straightforward strategy is to use a SaaS sales recruiting tool like HireDNA. With it, you can create a detailed candidate profile that includes all of the core competencies you need.

This gives you a complete overview of what someone brings to the table, and you can easily compare multiple candidate profiles side-by-side for a bird’s-eye view to choose the optimal candidate.

Choosing the Right Salespeople Depends on What Stage You’re At

Another important aspect of building a world-class sales team that some SaaS founders overlook is their current growth stage. If, for example, you’re a brand-new startup just getting the ball rolling, you’ll likely want to aim for ultra-scrappy go-getters who will scratch and claw their way to build relationships and reach their sales quotas.

However, if your SaaS company is well-established and you have a well-defined sales process, you may want to aim for salespeople who can play by the rules and consistently move leads through the pipeline.

While you’ll always want individuals with a certain amount of hustle, this is a factor to keep in mind and know that who you consider to be “the right salesperson” may evolve over time.

Data is Everything

Like most business areas, using insight-driven data can have a positive impact. But when u building a world-class sales team, data isn’t just a luxury, it’s a necessity — especially when considering the hyper-competitive landscape of the SaaS industry.

According to a sales operations survey by Gartner, Inc., “42% of sales leaders rate their sales analytics ROI as significantly higher than expected.” And a report by Deloitte found that it leads to a 35% boost in salesperson performance.

From identifying weaknesses in your sales pipeline to increasing customer engagement to optimizing customer personalization to predicting future trends based on prior patterns, sales data is your ticket to getting your sales team to operate at its peak potential.

That’s why I believe a strong sales analytics platform should be implemented from the very start, and you should use the data you generate to continually refine your processes, as there’s always room for improvement.

Great Performance Requires Ongoing Development

Speaking of ongoing improvement, the final way SaaS founders can go about building a world-class sales team is to invest in the perpetual development of their reps. Think of it like this.

Hopefully, the initial group of salespeople you hire is professional, capable, and productive. And if you use a quality SaaS sales recruiting tool, it should be.

But like I just said, there’s always room for improvement, and getting your SaaS sales team to operate at their best requires endless iterations. And when you consider how fast the SaaS industry (and tech in general) is moving, you must stay at the forefront.

That’s why it’s important to use an ongoing SaaS sales training program that fine-tunes the skills of your salespeople and helps them stay sharp. This doesn’t need to be anything over the top, and you certainly don’t want to burn your team out from fatigue. But a steady drip of training and development can go a long way.

For an overview of some of the top sales training platforms, check out this list from Salesforce.

Building a World-Class Sales Team from the Ground Up

Let’s be honest. Jumping into the SaaS industry and trying to compete with well-established titans can be daunting. And there is no magic bullet for ensuring success, no matter how great a digital product you have.

That said, following a well-laid-out template can tilt the odds in your favor so you can 1) get started out on the right foot and 2) set the stage for sustained growth.

If you don’t want to leave your SaaS sales hiring to chance and want to find the true superstars with elite sales DNA, check out the Sales Skills Assessment. It leverages 30 years of data and is 95% accurate at finding the optimal salespeople.

How SaaS Talent Leaders Can Simplify Sales Hiring Without Compromising Quality

Posted on by Nick Mann

I don’t need to tell you how disastrous a wrong SaaS sales hire can be. For perspective, a single bad hire can cost up to three times the rep’s annual salary—translating to losses between $250,000 and $500,000 when accounting for missed quotas, lost pipeline, and the expenses of replacing them. In the never-ending quest to accelerate SaaS sales hiring and quickly fill positions, it’s easy to take shortcuts. Sometimes those pay off, but in many cases, they don’t. For this article, I’d like to explain specific strategies on how to simplify sales hiring without compromising quality.

In fact, these techniques should maximize your collective candidate quality and help you pinpoint your industry’s true elite. Let’s dive in.

Start By Analyzing Existing Data

Assuming you’ve been in business for at least six months and have a decent amount of SaaS sales hiring data, the first thing I recommend is thoroughly analyzing your existing data to identify patterns, trends, and most importantly, weaknesses. Note that if you’re a brand-new startup and haven’t done any hiring, you’ll want to skip this step, but you should definitely use it later on once you’ve generated some initial data.

Here you’ll want to zero in on the most critical metrics, such as applications per opening, time to fill, time to hire, quality of hire, and cost per hire. Here’s a more extensive list for additional ideas.

Armed with this information, you should be able to get a baseline reading of how well you’re performing in each area and identify any glaring inefficiencies that are holding you back.

For instance, maybe your time to hire is much longer than it should be, but everything else looks good. In this case, it would be clear that lowering your time to hire should be your top priority. Improving in this area should put you on track to achieving greater efficiency and minimize candidate drop-off.

Use a SaaS Sales Recruiting Tool

Although recruiting tools have been around in some capacity since the 1970s with the advent of application tracking systems, their capabilities have grown by leaps and bounds over the past few years. Case in point — a SaaS sales recruiting tool like HireDNA.

With this platform, you can simplify sales hiring in a wide variety of ways while also finding the best of the best candidates.

For example, HireDNA uses cutting-edge data-driven assessments to provide an objective overview of each candidate’s core competencies, such as motivation, responsibility, and the ability to handle rejection.

Using a simple scale system, you can conveniently compare candidates side-by-side and confidently narrow your candidate pool down to the cream of the crop. Rather than relying on your gut, which is prone to bias, this gives you crystal clear insights into what each candidate brings, so you find the optimal fit for a position.

Best of all, it can be a huge time-saver because you don’t have to manually sift through a mountain of candidates, which can dramatically lower your time-to-hire.

Leverage Candidate Scorecards

Once you’ve narrowed down the candidate pool to a few select candidates, you need a way to efficiently see how they stack up against one another and how good of a fit each one is to your unique SaaS sales environment. But how do you do this?

One of the best ways is to use candidate scorecards, which allow you to objectively compare each SaaS sales candidate at a glance in key areas.

For example, you could use a cultural fit scorecard where you rate how well someone aligns with your company values or their work style compatibility.

Or you can rate specific skills, such as their proficiency using software or problem-solving skills.

There are many possibilities. Implementing scorecards like this should help expedite shortlisting as you navigate through the latter stages of SaaS sales hiring while giving you a bird’s-eye view of how adept each person would likely be if hired.

Automate Interview Scheduling

While this isn’t as integral to the SaaS sales hiring process as the previous strategies, this can have a tangible impact. Not only can it simplify and streamline things, it can also contribute to creating a better candidate experience, as it gives them flexibility for choosing convenient interview slots without unnecessary back-and-forthing with recruiters.

One of my favorite tools for interview scheduling is Calendly because it makes the end-to-end process a breeze.

A candidate can easily choose a date and time that fits their schedule based on open slots.

Then the interview time is automatically synced with your sales recruiter’s schedule with zero disruptions. Besides that, Calendy offers automatic reminders to drastically reduce no-shows.

That way, you can focus on more pressing business activities and coordinate SaaS sales interviews with minimal friction to better simplify sales hiring.

Reduce the Number of Interview Rounds

In many cases, there will be multiple rounds of interviews for a SaaS sales position. This is especially true for mid-level, high-level, and specialized roles.

And that’s fine. Often, it takes more than one round to get a sense of who’s the best fit for a role.

That being said, you shouldn’t have any more interview rounds than you truly need. This only adds complexity, slows you down, and can be a turnoff for many elite candidates who don’t want to go to the trouble of showing up for interview after interview.

What you want to do is find the sweet spot where you can confidently choose the best person for a role without having needless interview rounds. That’s why I recommend experimenting with this until you find the lowest number without sacrificing candidate quality.

Simplify Sales Hiring: Streamline for Speed and Success

Accelerating SaaS sales hiring isn’t about cutting corners. It’s about leveraging strategies and tools to slash through inefficiencies and find legitimate superstars without wasting time and money.

To recap, this includes tapping into existing hiring data, using a SaaS sales recruiting platform, implementing candidate scorecards, automating interview scheduling, and trimming back interview rounds.

If you want to take the guesswork out of hiring and leave nothing to chance, try the Sales Skills Assessment to provide in-depth insights into each candidate.

How to Avoid Costly Hiring Mistakes in SaaS Sales Recruitment

Posted on by Nick Mann

Here are some sobering SaaS sales recruitment stats.

And here’s the kicker. 74% of SaaS sales recruiters say they’ve made a wrong hire at some point.

No matter how effective your SaaS sales recruitment seems, the chances are good that you’ll eventually choose the wrong person. If this happens consistently, it can have disastrous consequences for company growth and profitability.

To prevent unnecessary drama, I’m going to pinpoint practical steps you can take to avoid costly hiring mistakes to find the best of the best candidates who’ll stick with your SaaS company for the long haul.

Define Essential SaaS Salesperson Competencies

Before doing anything else, I suggest sitting down with key stakeholders and creating a concise list of core salesperson competencies that are essential to success. This should help you crystallize what’s truly important so you’ll know exactly what you’re looking for in a candidate.

Otherwise, it’s going to be difficult to articulate the type of candidate you’re looking for in a SaaS sales role.

There is a wide range of competencies that contribute to a SaaS salesperson thriving, but here are a few examples for reference.

Note that your list may change over time, and you can always make revisions as you accumulate more data. But having something concrete to start with should ensure a baseline level of candidate quality during recruiting.

Don’t Forget Cultural Fit

Besides the nuts and bolts of core competencies, you should always pay close attention to cultural fit. After all, you can hire someone who checks all the right boxes and is an absolute sales superstar. But if they’re a poor fit culturally, this will likely result in internal friction, premature turnover, and in many cases, money.

In fact, Forbes states that “the result of poor culture fit due to turnover can cost an organization between 50-60% of the person’s annual salary.”

On the other hand, SaaS companies that choose sales candidates that closely align with their culture see a revenue increase of 682%!

Whenever you’re posting a job ad, be sure to include which specific characteristics your ideal candidate should possess from a cultural standpoint. That alone, should help filter out a sizable percentage of poor fits. And during an interview, you can ask questions like these to gauge a person’s cultural fit.

Thoroughly Evaluate Hard and Soft Skills with the Right Tool

Once you have a firm grasp on the type of candidate you’re looking for, it’s time to develop a framework that allows you to objectively analyze candidates based on that criteria. As I mentioned earlier, you can get a fairly good sense of how qualified someone is during an interview.

However, this has its limitations, as you can’t always guarantee that a candidate will be 100% honest. Plus, unconscious bias is always a factor that can get in the way.

One of the best ways to properly evaluate hard and soft skills and truly see a candidate from all angles is to use SaaS sales recruiting software. A platform like HireDNA, for example, takes the guesswork out of the process and supplies you with data-driven insights on nearly every sales competency you can imagine.

Everything from sales experience to sales skills and abilities to role compatibility to cultural fit can be quantified with this tool to provide you with a holistic overview of a SaaS sales candidate.

Besides that, you can also gauge things like coachability, resilience, and emotional control, which, up until recently, have been quite difficult to measure.

At a glance, you can get an in-depth feel of how well a candidate would likely perform if hired and how they stack up against the competition. That way, you can easily narrow down the candidate pool to just a handful of A+ players before making your final decision.

Don’t Skimp on Onboarding

One final mistake I see many SaaS companies make is this. They go to the trouble of carefully identifying critical characteristics salespeople need to possess, perform comprehensive evaluations, and follow interviewing best practices to ultimately hire quality salespeople.

But their effort wanes after that.

During onboarding, they just go through the motions, where new reps only learn the basics and aren’t truly in a position to thrive. Then they’re surprised that a high percentage of reps fail to reach their potential, quit, or both.

My point here is that SaaS sales recruitment doesn’t stop once you’ve made a hire. An essential element is onboarding, where you go above and beyond to ensure each salesperson is equipped with everything they need to reach their full potential as quickly as possible.

For reference, here are a few things HubSpot suggests focusing on when training salespeople.

For a deeper dive, I highly recommend reading an article we wrote called The First 90 Days: A Blueprint for New Hire Retention Success. In it, we cover strategies like creating a welcome package, offering structured, phased onboarding, building internal relationships, and much more.

By following these techniques, you should be able to dramatically reduce ramp time and increase new hire retention.

Success Hinges on Talent: Optimizing Your SaaS Salesperson Recruitment

Given that nearly three-quarters of SaaS sales recruiters have botched a hire along the line, and hiring the wrong person can be incredibly costly, recruiting is a process that you want to get right. While perfection is hard to achieve, maximum optimization is fully within your grasp.

It’s just a matter of focusing on critical areas and refining your strategies. To recap, this includes defining essential SaaS salesperson competencies, not overlooking cultural fit, assessing hard and soft skills with a recruiting tool, and getting serious about onboarding.

If you’re ready to take the next step, try our Sales Skills Assessment to learn a candidate’s strengths and hidden weaknesses to make the best possible hiring decisions.

What SaaS Sales Leaders Look for in a Winning Sales Rep in 2025

Posted on by Nick Mann

The SaaS industry is known for innovation and being in a state of constant flux. To build a high-performance team SaaS sales leaders need to look beyond traditional skills and acclimate to an ever-changing market. For this post, we’ll look at five must-have qualities a winning sales rep should possess in 2025.

A High Tech IQ

Given that technology is inherently infused into the SaaS industry it’s only natural that a winning sales rep will have a high tech IQ. By this I don’t just mean being tech savvy but eating, sleeping, and breathing tech.

This starts with having an acute understanding of the SaaS industry itself, including your specific niche, product, and competitors. A salesperson should be proficient with sales and CRM software so they can effectively manage every stage of the sales funnel and customer relationships.

They should be able to put together a solid tech stack, which includes sales and CRM software, as well as networking platforms, social media, video conferencing, and so on. Here’s an example.

Besides that, a winning sales rep should be proficient in sales analytics. They don’t need to be a data scientist, but they should be able to extract insights on macro and micro trends and apply them to everyday operations.

AI Fluency

In the span of just a couple of years, AI has essentially gone from being a novelty to infiltrating nearly every corner of work and life. As of 2024, 75% of salespeople were using AI in the workplace. And 56% reported using it daily.

Based on the current usage trajectory, it’s likely that nearly all salespeople will be using AI in some capacity by the end of the 2020s (if not sooner). Therefore, having AI fluency is no longer merely a preferred ability but a necessity.

From identifying qualified leads to lead scoring to automated outreach to sales forecasting, AI has an abundance of use cases in SaaS sales.

That’s why one of the most critical traits SaaS sales leaders now look for in a winning sales rep is the ability to practically use AI to increase their efficiency and effectiveness, which helps improve the customer experience and close more deals.

Consultative Storytelling Abilities

Would you believe that “94% of SaaS buyers don’t trust sales teams?” It’s true.

Skepticism runs rampant with the majority of today’s customers, so taking a hard-nosed, old-school approach with aggressive sales tactics seldom ends well.

What most buyers are receptive to, however, is what I call “consultative storytelling.” This is where you work to first understand a customer by identifying specific needs, pain points, challenges, and any obstacles that are getting in the way of them buying. Then you seek to provide solutions and position your SaaS product as the ideal platform that checks all the right boxes and delivers genuine value.

A big part of this is acting more as a consultant rather than a salesperson, where you build rapport and collaborate with a customer to ensure you find them the perfect product. Storytelling also comes into the equation, where you objectively show the tangible impact your solution can have by sharing examples and case studies.

That way, you don’t have to rely merely on saying your product is a great fit, and you can show a customer firsthand.

Natural Resilience

Being a salesperson is tough.

And you could argue that it’s never been tougher than it is today, especially in SaaS sales. With so many companies battling it out, competition is incredibly fierce.

As a result, rejection is baked into the job description for SaaS salespeople, and it takes a certain type of personality to shake it off and keep moving forward. If a rep lacks natural resilience, they’re going to have a hard time succeeding in this profession, which is why this is such a vital characteristic to look for.

But with resilience being a soft skill and hard to quantify, how exactly can you pinpoint this in a potential salesperson?

You can always ask behavioral questions that gauge resilience in an interview. Here’s a list of questions for reference.

But one of the better ways to determine someone’s resilience is using a tool that delivers data-driven insights via candidate profiles. With HireDNA, for example, you can generate a comprehensive breakdown of a rep’s core competencies, with the ability to handle rejection being on the list.

This provides a measurable means of determining just how well a SaaS salesperson deals with obstacles, which can help you assemble the best team possible.

Adaptability

As I stated in the intro, the SaaS industry is in a state of constant flux. And as technology continues advancing at its current breakneck speed, the rate of change will only continue to intensify.

That’s why adaptability is the final trait a winning sales rep should possess in 2025.

I like what Mindy Murphy of The Center for Sales Strategy has to say about it.

“An adaptable salesperson has the ability to adjust and thrive in various situations and environments, making them a valuable asset to any sales team. They can quickly respond to these changes and adjust their strategies accordingly.

And they possess the agility to:

  • Respond swiftly to market changes
  • Build stronger, more personalized client relationships
  • Handle rejection with resilience and learn from setbacks”

While you never know exactly what will happen in the SaaS sales world and what changes will unfold, having reps that are equipped to adapt to current circumstances should ensure you’re prepared to handle whatever comes your way. In this respect, adaptability helps “future-proof” your business to a certain extent.

It’s just a matter of finding candidates that possess adapability skills — something that can be done through candidate profiles as I mentioned earlier, as well as using scenario-based assessments, problem-solving tasks, and role-playing exercises during interviews.

The Anatomy of a Winning Sales Rep

Although certain essential characteristics will never change, I feel the five outlined above are absolutely critical to SaaS sales rep success in 2025. Zeroing in on these should help you find superstars who aren’t only equipped to thrive in today’s environment but in the future as well.

If you’re ready to level up your SaaS sales recruiting to reduce mistakes and speed up your time to hire, try out our free Hiring Readiness Assessment.

Why Sales Turnover Is Killing Your SaaS Growth and How to Stop It

Posted on by Nick Mann

Turnover is an issue for many industries. But it’s especially problematic in SaaS sales. According to research, the average turnover rate of US salespeople is around 30%, which is more than double the 13% of all other professions. Based on these numbers, one out of every three salespeople you hire will quit each year. And if left unchecked, this can be disastrous to your SaaS growth.

For this post, I’ll examine the impact high sales turnover can have on your SaaS company and common sense ways to stop it.

Sky High Recruiting Costs

Hiring salespeople isn’t cheap. While the costs can widely vary, experts say that it can easily cost $7,000 to $8,000 per rep. If this happens at scale, it can quickly result in exorbitant recruiting costs that can eat away at your bottom line.

Because of this added expense and the constant strain on resources, profitability can take a big hit. And if you’re constantly hiring and rehiring, you’re basically running on a hamster wheel, making it hard to achieve any real progress.

Loss of Expertise

Seldom can an elite salesperson be easily replaced. Because they possess a unique knowledge and skillset and have an in-depth understanding of your existing customers, you can’t just grab somebody off the street and expect them to operate at the same level.

Even if you find another superstar sales rep, it still takes time to get them up to speed with how your company operates, learn your products, build rapport with customers, and so on. As a result, sales turnover can be detrimental to your sales process and make it difficult to close deals like you would if retain top talent.

Customer Experience Disruptions

Try to put yourself in an existing customer’s shoes for a second. Their primary point of contact has left your company, and all of a sudden, they have to deal with a new rep who’s just learning the ropes. This is almost guaranteed to disrupt the customer experience and could potentially sour the relationship.

At best, it can create frustration with an existing customer. At worst, it may compel them to seek out a competitor.

And for a potential customer who’s interacting with a new rep rather than an established one, it’s hard to provide the same level of experience simply because a new rep doesn’t know the ins and outs. So from a customer experience standpoint, high sales turnover can be toxic.

Sluggish Sales Cycle

Whenever there’s a constant stream of new reps getting their bearings and learning your product and market, it’s likely to slow down the sales cycle. And that can be a big problem given that the SaaS industry has a notoriously long sales cycle — and getting longer all the time.

“The SaaS sales process has grown more complex,” explains Channel as a Service. “Now, the average B2B buying cycle is 43 days, up from 33 days in 2020. For big businesses, this can go up to 65 days, hurting revenue and growth.”

If you continually have to replace salespeople, it can result in a sluggish sales cycle, which can slow down revenue generation and impede growth.

How to Drastically Reduce Sales Turnover and Fuel SaaS Growth

The bottom line is that turnover is more than simply an inconvenience. Not to be melodramatic, but it’s an issue that can have far-reaching consequences and erode a SaaS company from the ground up. But what can you do about it?

It should probably go without saying, but first, make sure you’re offering a competitive salary and benefits, as this is a precursor to anything else. Even if you check all of the other employee retention boxes, you’re going to struggle if you can’t pay top talent what they’re worth.

As for specific numbers, our research found that, as of 2023, the average SaaS salesperson’s salary was just under $100k at $99,826. We wrote a comprehensive article on this topic that breaks this down in detail, which you can find here.

As long as you’re close to this number, you should be in pretty good shape.

Next, I recommend optimizing your SaaS sales hiring process. In particular, take steps to ensure you find the best of the best candidates who not only meet your qualifications but who are a natural fit your for company culture.

For example, it’s smart to use sales recruiting solutions with in-depth, science-based assessments to quantify a candidate’s capabilities.

This takes the guesswork out of the process, and you can easily compare SaaS sales candidates side-by-side and identify the cream of the crop before moving on to the next round of hiring. Not only does help you find the true superstars, it saves a lot of time.

Third, create a 90-day game plan for onboarding new sales reps to get them up to speed and equip them for success. This could include offering new hires a welcome package, offering structured, phased onboarding, setting concrete goals, and measuring success along the way.

Here’s an illustration of what that might look like.

Note that we wrote an entire blog post about creating a 90-day blueprint to maximize retention, which you can read here.

Fourth, make sure that you prioritize ongoing salesperson development and promotion from within. Feeling like someone is stuck in a dead-end sales job with no room for growth is a surefire way to send reps packing.

But if they’re given a chance to continually develop their skill set and climb the ranks, the odds of them sticking around for the long haul increase considerably.

Lastly, get in the habit of not only accepting sales rep feedback but encouraging it. More often than not, being on the lookout for ways you can improve can help you address small issues before they escalate. Not to mention, reps who feel listened to and their opinion valued are far more likely to be satisfied in their jobs.

Retaining Sales Talent: The Key to SaaS Growth

We all know that high sales turnover is harmful. But not everyone understands the full implications. With SaaS sales having a higher-than-average turnover rate, this is something to tackle head-on.

If you’re ready to level up your sales recruiting, try our Hiring Readiness Assessment. It can help you find ultra-qualified candidates, reduce hiring mistakes, and fill positions faster.

The Future of SaaS Sales Recruitment: Leveraging AI for Smarter Hiring

Posted on by Nick Mann

AI is, admittedly, one of the most overused words in today’s vocabulary. While many companies are jumping on the bandwagon and using it just so they say they can, the fact is that leveraging AI for smarter hiring can have an immense impact on SaaS sales recruiting.

“Around 85% of recruiters think AI is a useful technology that will replace some parts of the hiring process.” And 70% of companies plan on using it in 2025.

But what are the practical applications of AI for smarter hiring? Here I’ll discuss some of the top use cases and their benefits.

Talent Pool Filtering

Historically, one of the biggest obstacles to SaaS sales recruiting has simply been sifting through a large candidate pool to find a handful of ultra-qualified reps. Sure, applicant tracking systems can be helpful for screening and have certainly streamlined the process.

But at the end of the day, much of a recruiter’s time is still spent combing through candidates and trying to find the perfect picks.

But AI has truly changed the game when it comes to talent pool filtering. By using advanced algorithms, AI can search through a massive volume of SaaS sales candidates and narrow it down to the individuals who possess the exact education, skills, and personality traits you’re looking for. In terms of quantifiable impact, “data suggests that up to 70% of time could be saved by strategically using generative AI.”

While there’s still the need for the human touch when you look over a candidate’s resume, cover letter, and credentials, this can dramatically speed up recruiting and provide you with a list of cherry-picked salespeople who are ready to be moved to the next round of hiring.

Applicant Success Predicting

What if before deciding to greenlight a new SaaS salesperson you could see into the future and know how they’re going to perform once the bright lights are on them? With AI you basically can.

Although you can never say with 100% accuracy that a particular salesperson will work out, you can use predictive analytics to analyze previous hiring data to decide which candidates are most likely to succeed in your unique sales environment.

Say, for example, that after looking at past data, you know that some of the most critical traits of successful salespeople are having strong motivation, controlling emotions, and being able to handle rejection. You could use candidate assessments to objectively determine how a potential candidate ranks in each of these areas.

From there, you could prioritize candidates accordingly, so you’ll know for certain which individuals are most likely to thrive on your sales team. With AI, you can evolve from relying on a hunch to relying on legitimate data to reduce your time-to-hire and find the best of the best.

Recruiter Bias Reduction

As humans, we naturally have certain biases. It’s unavoidable.

But when bias is left unchecked in SaaS sales recruiting, it can be detrimental because it can skew your judgment, lead to missed opportunities, and reduce your diversity. And in some cases, hiring bias can even harm your reputation and lead to legal issues.

According to research, “96% of recruiters think that unconscious bias is a problem in the recruitment process, and more than a third believe it’s a big problem.”

Fortunately, this is yet another area where AI can be utilized. Because AI just focuses on the data, you can essentially eliminate unconscious bias from your SaaS sales hiring.

“By leveraging objective algorithms, AI software can assess candidates based solely on their qualifications, skills, and experience without being influenced by factors such as gender, ethnicity, or age.”

Optimized Candidate Experience

Besides making things better for SaaS sales recruiters, AI can also positively impact the candidate experience. There are several applications, but here are two specific examples.

One is to use an AI chatbot to serve as a dedicated point of contact throughout the hiring process. After someone has applied, for instance, they could ask the chatbot questions or find relevant resources. The chatbot could also provide them with information about the next hiring steps, help them prepare for interviewing, send them updates, and so on.

The chatbot would be available 24/7, so any time a candidate needs assistance, they can get it. Of course, if they need to speak to a human member of your sales recruiting team they could do that (the chatbot could point them to the appropriate party). But the vast majority of the process can be handled by AI.

Another use case is having AI automate interview scheduling.

Let’s say you’ve narrowed your candidate pool down to four candidates and you have three rounds of interviews. That would be a total of 12 interviews. When you combine that with all of the subsequent communication that comes along with it, things can get chaotic in a hurry.

Rather than manually reaching out to each person for each round, as well as following up, you could greatly streamline the process with AI automation. For example, you could develop a series of interview workflows and use AI to perform outreach for you. This would ensure timely communication for candidates and recruiters so you could move through interviewing more efficiently and not waste a candidate’s time.

AI for Smarter Hiring: Better Outcomes with Less Effort

With nearly three-quarters of SaaS sales companies planning to incorporate AI into recruiting in 2025, this technology has officially become ubiquitous. However, not all recruiters are entirely sure of how to properly leverage it.

While AI has a wide range of applications, some of the most practical are filtering the talent pool to find elite candidates that match your company’s style, quantitatively predicting candidate success, reducing recruiter bias, and enhancing the candidate experience.

And that’s just the tip of the iceberg. As AI continues to evolve, the applications will only continue to increase, making now the perfect time to get on board.

Are inefficiencies and weaknesses hurting your SaaS sales hiring process? Use our Hiring Readiness Assessment to reduce mistakes and source candidates faster.