Today we had Josh Hill from Ikuto join as a panelist to give the Recruiter's view on the PSC Clubhouse call!
Having a dedicated recruiter saves time. Time it would take an internal or generalist recruiter to fill a presales role without the right candidate network
What is different from regular recruiting?
• Would you engage in using someone who doesn't know about presales to help you do hiring?
• Most recruiters don't really get presales.
• Boolean search not great for something like presales with lots of different job titles.
Get in the mind of the recruiter.
• Use variants of job titles to talk about your work.
• Don't use acronyms.
• Use Presales, Solutions Consultant and other terms in you CV (multiple)
• Get them to swap your CV once your actually in the process.
What gives you the most visibility as a candidate? What is the best thing?
• Use creativity in your CV.
• STAR method (situation, task, action, result)
Should candidates reach out directly to recruiters?
• Yes they could have lots of open roles
• They love growing their network
• They might have particular roles
• Do reach out proactively - even if you only think you'll be looking in the future
How do you compare people with experience in presales and new people?
• A genuine desire for presales is sometimes more desirable than just the raw experience.
• 70% of hiring managers want someone from their customer ecosystem.
Any preference on the kind of company to what they are looking for? Do start-ups look for more presales experience?
• Start-ups seem more domain knowledge focused!
• Seems reverse of the expected.
"The great resignation"
• 21% of presales people are shifting roles each year.
• Presales most important part of the sales cycle
• Salaries are rising
• IC roles with 150K bases!
• Candidates want to work somewhere that believes in presales
• Startup salaries seem lower compared to bigger companies.
• Look also at worklife balance and other factors. Don't base your decision only on money
• Autonomy is important to individuals as well.
How does the recruiter help on the offer stage and what candidates should ask for
• Recruiters shouldn't try to push the boundaries of what candidates ask for
• Ask about who is the responsible manager, what has been happening with roles in the past, and how they make selections.
What is the incentive for the recruiter?
• Retained search - get paid for the search and for finding
• Contingent search - usually based on the salary of the hired individual.
• Could be based on OTE or Base or other included pay.
• Internal recruiters - don't necessarily get a commission
• What if it wasn't a good match and the candidate doesn't stay?
• Trust is very important and something the builds up a lot of two way value.
How do recruiters help with encouraging diversity?
• They help because they can go wider than your network
Future of recruiting
• We're at the beginning of an exciting future
• Investments to increase
• Better tools to do the work
• Sales might be less relevant
• Buyer enablement is the new way