VP Sales Recruiters

VP of Sales executive search for North American, Western European, and Australian companies

There’s been a recent shift in a number of verticals whereby companies are choosing to hire a Chief Revenue Officer to oversee sales, marketing, and other relevant departments in order to provide a means by which all may have a cohesive perspective and set of procedures in place to generate revenue and solidify desired growth rates.

That said, the likelihood of the VP Sales role being displaced at scale is something that simply won’t occur given the need for a CRO to maintain functionality at the macro and strategic levels while keeping an individual in place who can effectively focus solely on sales production and expansion. This certainly may differ slightly at smaller companies until they reach a certain preordained size, but the delineation of the two positions and associated duties will remain fairly standard across industries and require a different recruitment approach for each.

Current average amount of time a VP of Sales remains in their current role
This number has decreased over the past couple of decades to the point where Vice Presidents of Sales are generally departing after spending less than 20 months in a given position. Many individuals operating in the slot have determined that they are most comfortable in a hyper growth stage environment that allows them to build and rapidly expand the team and revenue and then move on to the next challenge. Others tend to prefer larger organizations or simply may not have been the best fit from a strategic or skills perspective.

Given these various factors, it clearly is essential to partner with a professional executive search organization that knows how to properly identify and assess the skills and qualifications of a select group of revenue generators who will be the best match for your company at its current state of operation. The VP Sales recruiters at Renascent Solutions are well-versed in identifying and helping to hire an ideal fit.

Essential items to address when hiring an individual who will oversee the sales team
There certainly are a number of factors to consider including the size of the company, how the corporate infrastructure is arranged, the current growth stage and desired scale, the potential fit from a cultural perspective, and a host of additional components that will determine the trajectory of your business.

That said, we’ve found that there are a core group of items that should be taken into account as primary considerations no matter what breadth and responsibilities the position may encompass.

• Their thoughts regarding the size and type of team the company will require based on their initial examination – Strong candidates will not only have taken a fair amount of time to examine the opening to determine if it’s a match for their desired career path, but they will also make certain to devise a possible plan of action from day one.

• Team building, leadership, and retention abilities – How do they go about determining who will fit well within their environment and perform to and above expected quota levels? What type of approaches do they take to help recruit exceptional individuals? How willing are they to carefully examine the current team and determine who should remain? How do they motivate people and make certain that they are encouraged to remain in place and succeed long-term?

It’s also a primary goal to ascertain if they may be aware of sales executives they have worked with in the past or are simply familiar with their abilities who may be a good match and who they feel would be primary contributors. Doing so can rapidly condense the timeline and toil it will take to get strong team members in place and close deals.

• The relationship between executives, sales, and marketing – Have they been operating in siloed environments, or do they take a collaborative approach to ensure that the entire ecosystem is properly aligned and striving toward a common set of goals.

• Deal size familiarity and quota performance – Those who specialize in and have broad experience with a particular sales range and associated revenue expectations will be more likely to succeed in a similar environment.

• Emotional intelligence – How well can they understand a prospect’s point of view and implement a proper path to form a profitable relationship? Do they acknowledge weaknesses and constructively seek to implement approaches that will strengthen these areas? How well can they adapt to a range of situations? Are their abilities to self-regulate and properly rationalize an array of circumstances maintained at superior levels?

• Motivation – What are the most important factors that drive a possible candidate and how well do they match your corporate approach and needs?

Vice President of Sales executive search professionals
The VP Sales recruiters of Renascent Solutions have been working with a diverse slate of companies to help them build exceptional revenue generating teams for over 20 years. Our retained approach is unique in the recruitment industry (Retained Recruitment), and our ability to unearth and prompt strong performers to take on a new position in primary growth roles is unmatched.