You hire and pay the candidate directly. The Sales Builder handles the sourcing, assessment, and coaching before you ever get a resume.
"Three years of experience required" filters out career changers and new grads who could outperform a tenured rep in six months. I run enterprise sales for a living. I test for coachability, communication, prospecting instinct, and how someone responds to rejection and feedback, because that's what actually predicts performance on a sales floor.
Same core questions for every candidate, so results are consistent and defensible.
Prospecting email, account research, mock discovery call, objection handling, and a follow-up plan.
Only candidates who meet a defined standard get introduced. Not everyone who applies makes it through.
The evaluation runs both directions. Before a candidate is introduced, I look at the role, the manager's coaching habits, onboarding quality, and whether the comp plan and quota are realistic. Not every company that wants access to the network gets it. Protecting the candidates protects the network.
This is direct placement, not staffing. You hire and pay the candidate as your own employee from day one. The Sales Builder's role is sourcing, evaluation, coaching, and onboarding support, not employment. Beyond placement, the same engine can also run pre-hire sales training, new-hire onboarding, team training after placement, and hiring-manager interview support.
A small pool of vetted candidates and a couple of committed Indianapolis companies. Trust, not volume, is the product. Tell me what roles you're trying to fill and I'll tell you if there's a fit in the current pool.
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