Retained Sales Leader Search For Lean Start-Ups

Sales Leadership

Enterprise Sales

Sales Engineers

Sales Operations

Customer Success

Business Development

I’m Jay Webb–well-connected, influential, and thorough.

I partner with lean start-ups who need two types of sales leaders. The first type is the Expeditionary Sales Leader—which is the first non-founder sales leader hired to close new logos, build the first sales playbook, and recruit and manage the first sales team.

The second type is a Process-Driven Sales Leader who can improve the playbook and add process and predictability to rapidly scale the sales team. If you get lucky, you will find both types of sales leaders in one person, if not, I can help.

Let me help you hire your next sales leader, who will lead you through your next stage of growth.

DEEP FOCUS

Expeditionary Sales Leader

Process-Driven Sales Leader

The j. David Group Difference

Retained executive search has been around since the early 19th century but, unfortunately, many firms are still operating on an outdated search model. Firms that rely on their large database are simply recirculating candidates that likely aren’t a fit for today’s challenges. While old relationships matter, talent acquisition strategies, such as social marketing and selling help us acquire Tier 1 talent with greater speed and success. Our candidates are experts at what’s working now and we are right along side them ready to introduce them to disruptive start-ups.

OMNI-CHANNEL SOURCING

We take an omni-channel approach to finding top sales leaders. Tier 1 candidates aren’t simply found through traditional approaches. We’ll find and engage top talent from multiple angles on multiple platforms. This also means that we will use inbound marketing strategies in conjunction with traditional methods to source and attract talent.

SOCIAL MARKETING

LinkedIn messages, emails, and good old fashioned phone calls simply aren’t enough to attract Tier 1 candidates. We keep our brand in front of the right people with relevant weekly content via our Over Quota podcast. This creates trust and credibility which lead to new meaningful relationships that go well beyond a database.

THE SEARCH PROCESS

Rigorous, Collaborative, & Transparent

The Kickoff

We take time to know everything about your company, culture, product, marketplace, current customers, desired customers, go-to-market strategy, partners, current growth, forecasted growth, etc so we know how to position your opportunity.

Stakeholder Immersion

We’ll get to know the stakeholders involved in the decision making process, along with peers and other members of the team with influence in the decision . This allows us to better understand the needs of the company on an individual basis, which will make for a more efficient search.

Tier 1 Target Plan

We’ll put together a sourcing strategy that will target your Tier 1 candidates. This will include ideal companies, functional expertise, social influence, location, education, and more. Nobody likes to waste time. This process ensures we can get off to a fast and efficient start.

The Shortlist

Each candidate will be graded in several categories based on what we learned during Stakeholder Immersion. Categories include, culture fit, stage fit, leadership style, industry relevance, previous performance, and market influence.

Process Management

Tier 1 candidates have many options which means there’s always a risk of losing them to another company at any point during the process. We work to build trust, rapport, and credibility early on so there are no surprises or misinterpretation of important details. This includes providing timely and useful feedback to both candidates and clients and managing timeframe expectations from start to finish.

Over Quota Podcast

The Over Quota podcast features exclusive interviews with CEO’s, Founders, Sales Leaders, and other members of the leadership team from software/technology companies who share their experience along with what it takes to differentiate yourself and exceed expectations. All of our clients and candidates have an opportunity to add their voice to our growing group of experts.