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Chances are you\u2019ve been told that \u201chiring too quickly is one of the worst things you can do.\u201d<\/p>\n
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But after 20 years working in sales and startups in addition to starting\/leading my own company, I know it\u2019s not that simple. Sometimes your market is just incredibly ripe or you\u2019ve got extra pressure from your board and you don\u2019t really have a choice but to hire quickly.<\/p>\n
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Sadly, the reason why this advice gets passed around is that a lot of startups screw this up when their feet are in the fire\u2026 and it ends up hurting them BIG in the long run (in fact, sometimes it tanks their efforts altogether).<\/p>\n
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In my experience, the main reason why hiring too quickly ends up in disaster for startups is because they sacrifice on quality in the name of speed. But I\u2019ve said this before and I\u2019ll say it again: you can\u2019t just fill your sales team with warm bodies and expect to kill it. To do so tends to be much\u00a0more costly than it is beneficial<\/a>.<\/p>\n <\/p>\n Good news though\u2026 it doesn\u2019t have to be this way. I\u2019ve seen startups get this right too.<\/p>\n <\/p>\n So how do you hire A+ sales talent quickly without compromising? Here are 4 things I\u2019ve learned in the last 20 years that will help you the right people NOW.<\/p>\n <\/p>\n <\/p>\n Have you ever wondered why some companies seem to always be the place where everyone wants to work? More often than not it\u2019s rooted in one thing they do better than everyone else: they have a compelling \u201cwhy\u201d that their employees (and customers) can get behind and work their tail feather off to support.<\/p>\n <\/p>\n1. Have a \u201cwhy\u201d your target hires can get behind.<\/b><\/h2>\n