The War Room
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Recruitment: in house or external

So we've been struggling to find the right talent..


We have an in house recruiter but she's not used to spotting sales talent and I've been trying to help her out but I don't have enough time to fully focus on finding enough people that fir our criteria.


Now, kudos to our recruiter - she's been killing it filling other positions in the company but.. damn man I need some extra hands on my team.


I've never worked with an external sales recruiter, so reaching out to the War Room folks to see what your experiences are.. Do these guys mean business or do they just flood you with cv's of mediocre talent? Especially looking at SDRs.


Note; obviously there are good and bad recruiters - looking for some insights on whether it makes sense to even think about it ;)

πŸ‘₯ Hiring
0
BigCheese
Notorious Answer
+14
Agency Recruiter | Coors Knight
External recruiters are generally fantastic or useless with little middle ground. A solid vetting process is necessary.
Ryscott0317
Politicker
+7
Territory Manager
All of the best recruiters I’ve seen have been in house. They have a better idea of company culture and expectations and aren’t just looking to flood your inbox with unviable prospects.
SaaS1994
Contributor
Director of Sales
We use an external recruiter just to weed through the resumes, then I will vet those individuals after he "vets" them. Mainly the benefit of using him is to just receive and screen resumes and have a first "intro" call with them to explain the role/pay/etc.Β 
DaveGreen
Arsonist
+8
Head of Sales
Exactly how we’ll do it too! What’s the fee for a placed candidate if you don’t mind me asking?Β 
BigCheese
Notorious Answer
+14
Agency Recruiter | Coors Knight
I know I'm not the one being asked, but our company charges a flat one-time fee of 20% of 1st-year salary of placement. Fairly certain most recruiting firms fall between 15-25% varying on positions/salaries of said placement.
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Ba
Bank2Business
Business Development Manager
So I work in the sales team at a recruiting firm so my answer may be somewhat biased but I can share some perspective how it looks from our end.

For any recruiter to be succesful, internal or external, you are going to need to give them the time of day to understand what you and what you need. If you do then typically they will work a lot harder for you. If you can't make the time and they aren't able to upgrade the commitment then they may still work on getting some people over to you but they will not do anything but simply forward whatever comes through their inbox in the off chance something sticks. It's too much risk for them to invest the time if you won't.

The other issue you may come across is how much you're actually paying these externals. Because the recruiter charges on % of often just the base salary, any role where commission is part of comp means the recruiter earns less per hire so sales roles are often less attractive than non sales from a revenue perspective. Consider other ways of incentivizing your externals outside of just a base salary % if you want better results.Β  As is very often the case you get what you pay for.
DaveGreen
Arsonist
+8
Head of Sales
Thanks! Those are some great pointers
SalesPharaoh
Politicker
+8
AM BDR
we do everything inhouse I'd recommend that be the case unless you are going into a new market.
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