High Potential Sales Recruitment
Bring your future leadership on board now.
Want to discuss your situation?
Call or email Bart Dietz
Partner at SalesQuarters
SalesQuarters Scouts High Potentials
When leadership roles become available, internal succession is often preferred. Bringing in a new sales leader from outside can impact the credibility of internal promotions.
Resolving succession issues internally starts with high potential recruitment. The influx of sufficient high potentials is the foundation of successful leadership planning.
SalesQuarters can help you with this. We have proven methods to identify and attract high potentials.
High Potentials vs. High Performers
High performers are easy to recognize. Their sales results speak volumes. But don't be mistaken. This does not automatically mean that there is a future sales leader within them. Research* shows that more than 70% of high performers lack the potential for advancement.
High performers who have the potential to grow into key roles are therefore rare. However, these are the talents you want to attract.
*Source: Harvard Business Review, 2010
“High potentials think differently than the average young professional. They make different career decisions and have different preferences. How do we know this? Through scientific research and by speaking with them daily. This enables us to understand the psychology of high potentials like no one else.”
~ Bart Dietz, Partner SalesQuarters
Successfully Scouting High Potentials
Organizations that can identify and retain high potentials create significant potential value for the company. However, this value is not yet visible.
On the other hand, high potential recruitment is riskier than hiring ordinary sales executives. After all, how do you recognize a high potential? Moreover, you can never be certain whether a high potential will realize their potential.
You understand, high potential recruitment is a specialty. SalesQuarters masters this specialty like few others.
We are in daily contact with high potentials, whom we select and match according to our Development Driven Search® method. This proven approach has made us successful for over 10 years and is particularly effective when it comes to high potentials.
Many of the talents we scouted early on now hold significant sales leadership positions both domestically and internationally.
Veelgestelde vragen
We focus exclusively on sales and commercial roles. That is why we understand the dynamics of commercial positions and know which type of leader fits which growth phase and context.
We work evidence based: we base our choices on proof and facts rather than gut feeling. Our view on sales talent is built on academic research, including how top talent behaves differently in the labour market. That makes our selection traceable instead of dependent on reputation or chance.
We look at a hire as an investment decision, not as filling a vacancy. That is why we assess candidates on the value they create for your goals and growth phase, not on who happens to fit. That reduces the risk of a costly mismatch that stays with you.
