From Impossible to Inevitable: How SaaS and Other Hyper-Growth Companies Create Predictable Revenue

by Aaron Ross

Create a clear picture of who you want to hire. Step 2: Write authentic, interesting job descriptions. Paul's descriptions read more like a personal letter or invitation than the boring, generic descriptions most companies use. Find the job description and download-able hiring guide at FromImpossible.com/recruiting. Step 3: Include a video in the job description. The video made it easier for people to get a feel for who Paul is and what he stands for. This helps to better attract the right people and turn off those who won't be a cultural fit. Step 4: Spread the word. Paul didn't need to do a big sourcing project; he got enough applicants (about 400 in total for all three roles) just by posting on LinkedIn and forwarding it to friends and acquaintances. [Note from Paul: “Next time I will spend more time ‘prospecting’ to find the right kind of people in addition to looking via word of mouth.”] Step 5: Assign homework. Paul sent an email outlining the steps of his interviewing process to all those who had applied, as well as anyone else he thought had potential, and asked them to write a 300-word essay (a) on any aspect or trend in digital marketing that they found interesting and (b) why they would be a great fit for the role. This helped eliminate the people who weren't serious or qualified and helped Paul quickly get a sense of how/if they'd fit. Step 6: Define evaluation criteria. Paul put his shortlist of candidates into a simple spreadsheet with his criteria and rankin...

Steps for hiring a sales team