In today’s hyper-competitive market, the ability to find tech sales talent that not only meets quotas but also drives long-term growth is more critical than ever. Yet, for many sales leaders and hiring managers, identifying top performers in tech sales feels like trying to hit a moving target.
Why? Because tech sales isn’t just about charisma and hustle anymore—it’s about strategic thinking, product fluency, and the ability to navigate complex buying cycles. The best tech sales professionals combine emotional intelligence with analytical skills, and they’re increasingly in high demand.
So how do you find tech sales talent that stands out—and stays?
Let's Dive In!
1. Move Beyond the Resume
The first step in finding great tech sales talent is looking beyond traditional hiring signals. A polished resume and big-name logos don’t guarantee success in your specific sales environment.
Instead, assess candidates for:
• Sales process discipline – Do they follow a clear, repeatable approach?
• Technical curiosity – Are they eager to understand the product deeply?
• Business acumen – Can they tie product value to customer outcomes?
• Resilience and grit – How do they handle rejection or a long sales cycle?
These traits don’t always show up on paper—but they show up in performance.
2. Build a Talent Magnet Culture
To find top tech sales talent, you need to attract it. The best reps aren’t just browsing job boards—they’re evaluating companies as much as you’re evaluating them.
Ask yourself:
• Is your mission clear and compelling?
• Do you have a strong coaching culture where salespeople can grow?
• Are your incentives aligned with long-term success, not just short-term wins?
When you build a culture that salespeople want to be part of, recruiting becomes a whole lot easier.
3. Use the “Four Legs of a Table” Framework
Veteran sales leader John Turner (ex-Google, Symantec, Trinet) suggests using a structured approach like the “four legs of a table” when hiring:
1. Traits – Coachability, curiosity, grit
2. Business Acumen – Understanding customer priorities
3. Technology Comfort – Ability to navigate modern sales tools
4. Sales Process Orientation – Discipline and structure in selling
This framework ensures you’re not just hiring on “feel” but evaluating the full picture of what makes someone successful in tech sales—not just sales, broadly.
4. Don’t Wait for Talent to Come to You
To consistently find tech sales talent, you need to go where they are:
• LinkedIn: Engage with content, not just job posts.
• Tech sales communities: These are goldmines for warm outreach.
• Referral programs: Your best people often know other great people—make it worth their while to introduce them.
Proactive sourcing is key. If you’re waiting for talent to find you, you’re already behind.
5. Interview for Real-World Scenarios
Ditch the generic interview questions. Instead, simulate the challenges they’ll actually face:
• “How would you approach a stakeholder who’s gone dark after a strong demo?”
• “Walk me through your discovery process for a complex B2B deal.”
• “Tell me about a time you had to sell a highly technical product to a non-technical buyer.”
This gives you insight into how they think, how they adapt, and how they’d perform in your environment.
Final Thoughts
To find tech sales talent that sticks and scales, you need more than a job ad and a hunch. You need a structured, intentional approach—from candidate evaluation to employer brand to proactive sourcing.
The good news? When you get it right, the impact on your pipeline, revenue, and culture is game-changing.
Looking to level up your sales hiring? Start by rethinking how you define—and find—great tech sales talent.
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Adam Richardson
Co-Founder and Director
