When a company consistently misses sales goals, the root cause may not be the sales strategy but a failure in the hiring pipeline. A high employee churn rate combined with an inefficient screening process starves the sales team of the necessary manpower to hit its targets.
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The same marketing funnels used to acquire paying customers can be directly applied to attract and 'close' new employees. This reframes recruiting from a siloed HR function to a core marketing activity, allowing you to leverage skills you already have to build your team.
Treat hiring as a compounding flywheel. A new employee should not only be a great contributor but also make the company more attractive to future A-players, whether through their network, reputation, or interview presence. This focus on recruiting potential ensures talent density increases over time.
Because managers don't trust CRM data, they spend their time chasing reps with active deals to secure the forecast. This focus on closing existing business means ramping reps are neglected, which is a primary driver for ramp times increasing from five to nine months and high attrition.
Don't hire more reps until your current team hits its productivity target (e.g., generating 3x their OTE). Scaling headcount before proving the unit economics of your sales motion is a recipe for inefficient growth, missed forecasts, and a bloated cost structure.
When contractors complain they can't find good people, it's often a culture problem, not a talent shortage. A great workplace turns existing employees into recruiters who attract other high-quality talent from their networks, creating a self-sustaining recruitment pipeline.
Where the SDR/BDR team reports has significant cultural and career-pathing consequences. When Snowflake moved SDRs under marketing, they began aspiring to be marketers, not salespeople. This created a hiring bottleneck for the sales organization, which needed that talent pipeline to fuel its growth.
When evaluating sales leaders, prioritize their track record in recruiting above all else. Exceptional leaders are talent magnets who build scalable teams through strong hiring and enablement. Their ability to attract A-players is the foundation of a predictable revenue machine.
When sales teams hit quotas but customer churn rises, the root cause is a disconnect between sales promises and operational reality. The fix requires aligning sales, marketing, and customer service around a single, unified strategy for the entire customer journey.
When problems like missed forecasts or high churn recur quarterly, the issue isn't an underperforming team (e.g., sales or CS). It's a systemic problem. Finger-pointing at individual departments masks deeper issues in cross-functional alignment, ICP definition, or process handoffs that require a holistic diagnosis.
