Sales executives aren’t one-size-fits-all. While the title may seem straightforward, the role varies widely depending on industry, sales cycle complexity, and company growth stage. At Risch Results, we specialize in identifying high-performing sales leaders who not only meet revenue goals but also align with company culture and long-term strategy. 

Here’s how we navigate common challenges in hiring top sales executives: 

Compensation & Performance Validation – Striking the right balance between base salary and commission structures is crucial, especially for startups or companies expanding into new markets. A salesperson’s resume may show impressive revenue numbers, but were they the driver or just along for the ride? We recently helped a SaaS startup hire their first Enterprise Sales Executive by structuring a compensation package that rewarded true revenue drivers rather than those who simply benefited from an existing pipeline.

Territory & Sales Approach: Hunter vs. Farmer – Do you need someone to aggressively open new doors (hunter) or nurture and grow existing relationships (farmer)? Misalignment here leads to frustration and lost revenue. When an engineering and construction company needed sales reps in cities like Seattle, Denver, Houston, Atlanta, and Dallas, we sourced candidates with the right mix of residential construction experience and the ability to balance both hunting and farming strategies.

Sales Cycle Complexity & Industry Fit – Some companies require deep industry knowledge, while others prioritize raw sales talent. Striking the right balance means assessing both adaptability and specific expertise. Look for candidates who quickly grasp complex industries, solve problems effectively, and can succeed in similar sales cycles. When we recently partnered with a software company that enables businesses to perceive and interact with the physical world in real time, we focused on candidates with a strong understanding of AI and a passion for technology. Through behavioral interviews, case studies, and speaking with past employers, we evaluated whether candidates could grow into the role or if deep industry expertise was essential from the start.

Cultural Fit vs. Sales Success – Top performers don’t always thrive in new environments. Can they adapt to your company’s culture, process, and team dynamic without disrupting performance? We recently partnered with a telecom company under new ownership, operating with the vigor of a startup, to hire a Director of Sales. They needed a leader who could build and train a team while also fitting into their entrepreneurial, high-growth culture. After facing past challenges in sales leadership, they now have a strong director in place to drive their next phase of growth.

At Risch Results, we go beyond resumes to uncover the sales leaders who will drive revenue and build lasting client relationships.

Need help finding the right sales executive? Let’s talk.