Pursuit

You're great at what you do. You have the wins to prove it. So why aren't recruiters reaching out? Usually it's not your experience. It's how your profile reads to someone searching for you. Anthony Herrera is teaming up with Austin Belcak, founder of Cultivated Culture, for a free 30-minute live training: The Recruiter Radar Method. We'll cover how to: → Show up in recruiter searches → Make the shortlist → Get on the radar of the right recruiters We'll also walk through a real before-and-after profile so you can see exactly what to change. Austin's clients have landed roles at companies like Google and Stryker, with an average raise of $44K. Thursday, October 8 · 12 pm CT Save your spot: https://lnkd.in/gs8sdW_w

Higher-level hires are never just a resume match. You're vetting for experience, industry knowledge, and vertical experience. But also: can they coach a rep through a stalled deal? Can they then turn around and present to leadership? Do they fit the culture? Do they have people management soft skills? And the people who check all those boxes usually aren't job hunting. They're already running a team somewhere, hitting their number, and getting paid to stay. You don't win that talent with a bigger offer. You win it by understanding what they actually want.

The most qualified candidate doesn't always get the job. 🫣 Hiring managers aren't just reading resumes for GTM roles. They're watching how you sell yourself in interviews: how you prep, how you handle pressure, and whether you close. And that's good news for you if(when) you're up against more qualified candidates. Read more ⬇️ 

Not everyone makes a career move for the same reason. We recently placed a Sales Director who turned down a higher offer somewhere else because a bigger paycheck wasn't what he was chasing. He wanted a company that felt like family for the rest of his career. Top candidates vary a lot in what actually moves them: comp, culture, autonomy, growth, stability. Skip the "why" question and you're probably missing the most important selling points.

We're hiring a Strategic Partnerships Exec at Pursuit! This is a massive opportunity to help build our company. Reach out to Caitlin Green below for more info! 👇

The line between “nice to have” and “need to have” gets blurry on job descriptions sometimes until they read like a wish list. If you’re hiring for a GTM role, sit down and separate the two. What does this person actually need to succeed on day one? That's your real list. Everything else should be negotiable.

Hiring is a sales process. Most job descriptions forget that and expect that candidates will automatically be interested in the role. You wouldn't pitch a product with a spec sheet and call it a day. Same goes for a GTM role. Sell the upside. Sell the reason someone would leave a role they’re great at for this one.

We are hiring GTM Recruiters! Who we're looking for 👇 - Competitive, driven, and thrives in a high-energy environment - Must be located in Dallas - 1 year of sales or recruiting experience is a plus What's in it for you 👇 - Base salary + UNCAPPED commission - Full benefits package - Hybrid schedule (3 days in office - Deep Ellum) - Rapid sales experience - You’ll work directly with founders, sales leaders, and high-performing candidates across the country. It’s fast-paced, competitive, and it’s rewarding. Reach out to Brooke R. for more info! (brussell@pursuitsalessolutions.com)

If you are planning a sales compensation plan redesign for 2027 because your existing plan isn't driving growth, profitability, or organizational value and you don't start planning, modeling, communicating the changes by mid-October, it will be too late to either build the right plan, or roll it out in a way that delivers anything other than chaos, top producer attrition, and misalignment.

The 3rd interview is too late to share comp details. Top talent is likely already making great money where they’re at and won’t sit through 3 rounds of an interview process without knowing if it’ll be a step up. Share the comp upfront. You'll lose people who were never a fit anyway, but keep the ones who are.