FAQs Archive - Just Sales Jobs

Q: How does the 3-month replacement guarantee work?

If, for any reason, the original candidate that is hired leaves or is terminated for any reason within the first three months, we will work with you to find a replacement candidate. It is important to note that our replacement guarantee includes a single replacement for the initially hired candidate only.

Q: How do you evaluate and assess Sales Talent?

All of our candidates are put through sales-specific face-to-face interviews and complete sales assessment tests. The results are combined to systematically rate each candidate not only on their selling skills and/or sales management abilities but also on how closely they align with your company’s culture and the specific requirements of the role.

Q: What sources do you use to recruit Top Sales Talent?

Our primary source of top sales talent is our established network of thousands of sales professionals in our database. Our sales recruitment team also finds candidates through advertising, direct outreach, digital and social marketing, and referrals.

Q: What differentiates Just Sales Jobs from other Sales Recruitment Firms?

Just Sales Jobs uses a unique and systematic interview scoring process that assesses and rates candidates on specific selling skills, alignment to client requirements, and intangibles. This process ensures that you will be presented with top candidates who have exceptional selling skills and are a great fit with the role and your company.

Q: Why should I use Just Sales Jobs instead of my company’s internal resources?

Just Sales Jobs has expertise in sales and the established network of sales professionals that your internal recruitment department may not have access to. Our recruiting methodology and interview process are sales-specific and we put our candidates through a series of sales assessment tests to identify top sales talent.

Q: If you source and place a candidate will you approach them with new opportunities?

No. If we find and place a candidate with a client, we will not contact that candidate with another opportunity from a different employer.

Q: As a candidate, do you share my personal information?

We do not share your personal information until such time that we mutually agree you may be well suited for a position and you'd like to pursue it. Only then do we share your information with our client. Rest assured we will not be calling any of your past or present employers or references without your approval.

Q: What type of background checks to you provide?

On finalist candidates, our fees include providing a criminal background check, education verification, and past employer reference checks. For reference checks, we use a 3rd party to eliminate any bias.

Q: How do you find Top Sales Talent?

Finding Top Sales Talent is by no means easy. In many cases, the top performers are employed and recruiting through a job board can be a "hit or miss" proposition. Not to say we don't use job boards, we do. But we also take it much, much further. We reach out directly to Sales Talent that is currently working that may be an ideal candidate. We regularly network with those involved in sales at some level, from Sales Trainers to Sales Seminars and Sales Events. Most important is our internal database of local candidates and regular communications with those we identify as Top Sales Talent. It's all about building relationships and trust. Many are not looking, and when we do have an opportunity we think may be ideal for them, we reach out.

Q: How does your Artificial Intelligence technology help find Top Sales Talent?

The short answer is it gives us data-driven tools that automate and speeds up the process of identifying Top Sales Talent for specific roles. Each company is different and has different Sales Talent requirements based on the industry they are in the product they sell, and the culture of the company. Using Propriety Algorithms and Artificial Intelligence technology this allows us to not only find ideal candidates but over time develop even better Algorithms that will continuously improve our ability to quickly and accurately identify the best talent dependant on the clients' requirements. By no means does this mean that "High Tech" will replace "High Touch," it just says that we can accelerate much of the process and reduce costs through technology. Knowing what to look for in an interview and extensive background checks are equally as important.