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<\/a><\/p>\nTable of Contents<\/strong><\/p>\n Despite the doom-and-gloom takes on economic uncertainty, parts of the sales world are absolutely booming. Just look at Salesforce<\/a> \u2014 they\u2019re hiring 2,000 new salespeople just for their AI products, according to CEO Marc Benioff.<\/p>\n Media companies are in hiring mode, too. Business Insider<\/a> reports that Xumo, T-Mobile, and Netflix are all expanding their ad sales teams.<\/p>\n But here\u2019s the twist \u2014 not all sales roles are created equal. Traditional media companies are slashing sales teams as linear TV declines, while tech platforms and streaming services are hunting for a new breed of seller: digital-first, tech-savvy.<\/p>\n Dave Oldfield,<\/a> a sales recruitment expert at Reed, breaks it down: \u201cRight now, the highest demand is for roles directly tied to revenue. Business development managers (BDMs), account executives, and anyone who can self-generate leads and close deals.\u201d<\/p>\n Even account managers \u2014 once focused on relationship-building \u2014 are now expected to drive revenue.<\/p>\n <\/a> <\/p>\n Sales recruiters spend about six seconds scanning each resume before deciding its fate. The difference between landing in the interview pile versus the rejection folder often comes down to specificity and evidence of impact.<\/p>\n Here are four tips on how to tailor your resume.<\/p>\n Highlight industry expertise in your resume with bullet points that show how your knowledge improves sales outcomes.<\/p>\n Buyers want someone who speaks their language, anticipates their pain points, and understands how their industry operates. A seller who grasps industry trends, compliance challenges, and operational workflows can build trust faster\u2014and close bigger deals.<\/p>\n Marcus Standish<\/a>, business development lead at Professional Services Automation platform at Scoro<\/a>, explains, \u201cIf a candidate has worked in an entrepreneurial environment, customer success, or account management, that\u2019s a plus.\u201d<\/p>\n This is especially true in complex B2B sales like SaaS, ABM, and enterprise software. Jacob Wickett<\/a>, founder of Live Digital<\/a>, a SaaS Recruitment Agency, explains how hiring managers weigh industry knowledge.<\/p>\n “For early-stage SaaS companies or startups, we often prioritize raw sales ability over industry knowledge, especially for SDR and junior AE roles. A strong salesperson with great communication skills, resilience, and coachability can learn the product and industry quickly,\u201d Wickett says.<\/p>\n That being said, Wickett notes that industry knowledge can make a huge difference for more complex B2B SaaS solutions in industries like cybersecurity or enterprise software.<\/p>\n \u201cWe placed a candidate for a sales role at a fintech company, and the hiring manager told us they would rather train a finance expert in sales than train a great salesperson in finance. That’s because their customers were CFOs and financial controllers who needed someone who spoke their language,\u201d Wickett says.<\/p>\n For highly technical products, buyers are skeptical of reps who don\u2019t understand their workflows. Showing firsthand experience with their challenges makes you an advisor instead of a salesperson.<\/p>\n Don\u2019t just list industries on your resume; show how your experience makes you a better seller. For example: \u201cNavigated procurement processes in enterprise SaaS, closing $1.2M in deals across Fortune 500 clients.\u201d<\/p>\n Closing deals is great. But closing them faster<\/em> without sacrificing quality separates top sales performers.<\/p>\n Hiring managers don’t just want to know what<\/em> you sold \u2014 they want to know how fast you moved deals through the pipeline. Shorter sales cycles mean quicker revenue, higher efficiency, and a greater capacity to handle more opportunities. Since 28% of deals<\/a> fall through due to slow sales cycles, efficient closers are especially valuable to organizations.<\/p>\n According to Margaret Buj<\/a>, Principal Recruiter at sales engagement platform Mixmax<\/a>, top candidates specifically highlight \u201csales cycle efficiency and deal closing rates\u201d with measurable results like \u201cshortened average sales cycle from 90 to 60 days, increasing deal velocity by 33%.\u201d<\/p>\n She also points out that hiring managers particularly value metrics around \u201caverage sales cycle length\u201d when evaluating Account Executives. This shows you can turn opportunities into revenue efficiently.<\/p>\n For example, instead of simply stating you closed deals, Buj suggests specifying: \u201cImplemented a streamlined discovery process that reduced qualification time by 40%, allowing me to manage 25% more opportunities while maintaining an 85% close rate on qualified leads.\u201d<\/p>\n Showcasing your proficiency with sales tools like HubSpot instantly sets you apart from \u2018relationship-focused\u2019 candidates. You show you can identify hidden revenue opportunities and automate follow-ups that close deals faster.<\/p>\n In fact, 63% of sales leaders<\/a> say AI tools help their teams compete more effectively \u2014 proof that being skilled in tech tools is a competitive edge.<\/p>\n Buj highlights data analysis and CRM skills as key differentiators: \u2018It signals adaptability to sales tech stacks.\u2019 Instead of simply listing a tool, demonstrate impact. For example:<\/p>\n Sales revolves around two key goals: acquiring new customers and keeping them.<\/p>\n Buj mentions hiring managers specifically look for \u2018customer acquisition and retention\u2019 metrics, so highlight measurable achievements like:<\/p>\n Wickett puts it simply: these are the kind of specific details that grab attention because they quantify impact.<\/p>\n Don\u2018t just say you\u2019re great at building relationships \u2014 prove it with numbers.<\/p>\n <\/a> <\/p>\n You’ve reached the interview stage \u2014 now comes the real challenge \u2014 standing out from other candidates who also impressed on paper. The interview is your chance to showcase the exact skills the company wants.<\/p>\n Here are four tips to stand out during interviews.<\/p>\n Mock sales pitches test your ability to think on your feet and handle objections, just like in an actual sales conversation where prospects challenge your value and expect quick, confident responses.<\/p>\n Wickett describes his experience with a top candidate.<\/p>\n “Instead of diving straight into a pitch, they asked smart discovery questions: \u2018How are you currently tracking your analytics?\u2019 \u2018What\u2019s been your biggest challenge in getting actionable insights from your data?’ By doing this, they turned a cold pitch into a consultative conversation,\u201d Wickett says.<\/p>\n This approach shifts the conversation from a generic sales pitch to a meaningful dialogue. To follow a similar blueprint, follow a structured approach:<\/p>\n Sales interviews often assess how well you handle tough customer objections. Handling objections with a clear strategy proves you’re prepared for real-world sales situations.<\/p>\n \u201cA candidate for a business development role was asked to sell the company’s software on the spot. They asked questions first (discovery phase) instead of jumping into the pitch, tailored the pitch to the interviewer’s business pain points, and closed with a strong CTA, asking for next steps \u2014 just like a real sales call,\u201d recalls Buj.<\/p>\n When addressing objections:<\/p>\n Buj also shared a candidate\u2019s standout response to a pricing objection: \u201cI completely understand that price is a key factor. What we’ve found is that our customers save 30% in operational costs because of our automation features. If I could show you how this could actually save money long-term, would you be open to discussing it further?\u201d<\/p>\n Showing you\u2019re able to handle objections reframes price as an investment rather than a cost that shifts the conversation from expense to value.<\/p>\n When the interviewer asks if you have any questions, it\u2019s your opportunity to showcase critical thinking and genuine interest. Thoughtful questions show how you approach sales challenges and assess opportunities.<\/p>\n Here\u2019s a tip from Sam Wright<\/a>, head of operations and partnerships at AI job search assistant Huntr<\/a>: \u201cAsk questions about the best practices of people in the role currently. Show that you are curious and ready to hit the ground running as a top performer.\u201d<\/p>\n Questions about team performance signal you’re focused on success, not just landing the job. Instead of generic inquiries, dig into specifics that showcase your strategic mindset like:<\/p>\n While showing enthusiasm is important, you should also ask questions that help you assess if the role truly fits your career goals. Mike Peditto<\/a>, director of talent at career growth platform Teal<\/a>, suggests asking a question related to quota attainment.<\/p>\n \u201cAsking what percentage of people in the role hit quota last year can be very important. Companies can promise an OTE of any number they want, but how likely is it to hit the target?\u201d Peditto explains.<\/p>\n This question gives you insight into the reality behind compensation plans and the achievability of sales targets. Other questions that show sales acumen include:<\/p>\n The post-interview follow-up is your final chance to show off your sales skills by closing your own deal. Approach it like a sales process by being professional, value-driven, and appropriately persistent.<\/p>\n Wickett remembers a great follow-up: \u201cOne candidate sent a short Loom video summarizing key takeaways from the interview and reinforcing why they were a great fit. It was personal, engaging, and took just two minutes \u2014 but left a lasting impression.\u201d<\/p>\n What makes a strong follow-up?<\/p>\n Mike Basso<\/a>, CEO of SalesTalent.com<\/a>, suggests keeping it simple: \u201cA well-written thank you email sent within one hour of the interview that includes three bullet points on how the candidate can help the company and the hiring manager achieve their objectives.\u201d<\/p>\n But balance is key.<\/p>\n \u201cYou need to follow a normal sales protocol here. Reaching out after an interview can be great, sending a recap about what you spoke about and the problems you learned about and how you can solve them can be great,\u201d advises Peditto, who wisely adds: \u201cBut, being too aggressive here can be harmful, just like in sales.\u201d<\/p>\n Your follow-up is your final pitch \u2014 make it thoughtful, specific, and well-timed.<\/p>\n <\/a> <\/p>\n Work outside the standard hiring process to build connections and create visibility that makes formal applications almost unnecessary. These tactics help you skip the line and get noticed before you even apply.<\/p>\n LinkedIn is a powerful tool to showcase your sales expertise, build valuable connections, and attract job opportunities.<\/p>\n Wickett<\/a> mentions how an active and well-thought-out LinkedIn was instantly a differentiator for him.<\/p>\n “One of the most impressive job seekers I’ve seen built a mini personal brand on LinkedIn before even landing a sales job. They posted content about what they were learning\u2014sharing insights from sales books, their takeaways from industry events, and even reflections on failed interviews,\u201d Wickett says.<\/p>\n\n
The Sales Job Market Today<\/h2>\n
How to Make Your Resume Stand Out<\/h2>\n
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<\/p>\n1. Feature industry-specific knowledge and domain expertise.<\/h3>\n
2. Highlight your sales process efficiency and deal velocity.<\/h3>\n
3. Incorporate critical CRM and sales technology proficiencies.<\/h3>\n
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4. Share your success stories for acquiring and retaining customers.<\/h3>\n
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How to Stand Out During Interviews<\/h2>\n
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<\/p>\n5. Prepare to deliver a compelling mock sales pitch or role-play.<\/h3>\n
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6. Show your process for handling tough objections.<\/h3>\n
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7. End with relevant questions.<\/h3>\n
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8. Follow up post-interview.<\/h3>\n
Tips for Landing Sales Jobs<\/h2>\n
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<\/p>\n9. Use LinkedIn as a personal branding platform.<\/h3>\n
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