The Perfect Match is Recruiting Done Right

The Considerations Around Recruiting Your Fractional Sales Leader

“The Perfect Match is a 2016 American romantic comedy film directed by Bille Woodruff.”

Wikipedia

Interim and fractional executives are an invaluable resource for companies facing skills gaps, launching new initiatives, conserving limited resources, and addressing critical priorities. These professionals offer an effective alternative to traditional recruiting, consulting, or training, and certainly surpass the option of doing nothing and hoping for the best. The key to their success lies in finding the perfect match—bringing in someone who has "been there and done that."

Step 1: Defining Job Specifications (“Criteria”)

The roles and responsibilities for an interim or fractional sales leader differ significantly from those in a traditional executive recruiting process for a permanent hire. The need for such leadership typically arises from unique situations that require immediate, focused action and a significant re-prioritization of regular business responsibilities.

When defining job specifications, the focus should be on the immediate needs and the work to be accomplished in the next three, six, or nine months. This might involve overseeing the normal course of business, but often requires something extra or different. Therefore, it is crucial not to recycle old job descriptions used for permanent searches. Instead, be prepared for unexpected questions that will help identify the main priorities for the interim or fractional executive.

The criteria also need to focus on relevant past experiences that will make the executive successful. This includes describing the sales scenario is greater detail, including target personas, deal structure, and length of sales cycle.

Step 2: The Search (“Matching”)

Finding the perfect interim or fractional sales leader is not a sped-up version of traditional executive recruiting. There is a pool of talented sales executives who are mid-career, experienced, and eager to take on hands-on projects at top companies. These executives are vetted and ready to be matched with the right opportunities.

The matching process involves aligning job specifications with the roster of available executives, resulting in a tight slate of one or two highly qualified candidates. This streamlined approach ensures a pragmatic and efficient process from the start. There is no need to cast a wide net or process a large funnel of candidates, which saves time and resources.

Step 3: The Final Selection (“Interview”)

Clarifying and streamlining the selection process before beginning is crucial. The goal is to move quickly, make smart decisions, and secure buy-in from the right stakeholders. This phase is not typically about achieving consensus but rather about prioritizing the most critical needs.

Identify the primary decision-maker and manage the expectations of other stakeholders. Not everyone will be involved in the decision or meet the executive before their selection, but the process should be decisive and focused on filling the recognized void.

Step 4: Compensation (“Investment”)

When considering compensation, think about the overall value to your business of filling the skills gap. Interim executives often come with a higher cash compensation than permanent hires due to the urgency and complexity of the situations they address. However, it’s important to compare the overall costs and benefits accurately.

Interim and fractional executives do not incur many of the indirect costs associated with permanent employees, such as benefits, holidays, sick days, bonuses, equity, training, and equipment. Additionally, fractional executives offer the flexibility to pay only for the services needed, whether that’s a few hours a week or more.

Today’s interim and fractional sales leaders offer a powerful, flexible, and time-efficient solution for businesses. By managing expectations and the process effectively, companies can leverage these executives to achieve remarkable results and maintain momentum toward their goals without overburdening existing team members or risking critical operations.

Contact us to find out how our interim and fractional sales leaders can make a difference in your business.

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Photo by Anne Gosewehr