America's largest healthcare recruiting firm.


For over fifteen years, I have utilized Buckman Enochs Coss to hire over one hundred individuals for Sales and Sales Management positions for a variety of healthcare technology firms. Whether it’s been for Fortune 500 companies or early stage, VC backed start-ups, BEC has always done a terrific job in sourcing top-talent.

Scott Schlesner
Vice-President of Sales

Want to Hire the Best Available Sales Talent? Don’t be Shy!

Since the final stage of the hiring process requires the finer points of diplomacy, negotiation, and relationship building, most employers approach this stage with a gentle and cautious attitude. They put on their kid gloves and treat every interaction from the extension of a formal offer to the candidate’s first day as if the entire arrangement might fall apart at any moment. Every gesture is carefully scripted to feel warm but not overbearing, enthusiastic but not desperate, and generous but not reckless. Employers work to present a very specific storyline: This company is fair, enthusiastic, innovative, respectful, growing, a popular place to work, etc, etc. (“We don’t need you… but we want you! But we don’t need you.”) 

If you’re staging your interactions this way, that’s fine, and you’re certainly not alone in this approach. But recognize that you have something to gain by throwing some of your caution to the wind. Dropping the cool persona and simply embracing the candidate on a personal level can actually advance the process. So don’t be shy! Try these moves. 

Be upfront about benefits. 
Explain your benefits clearly, in detail, and early in the process. Don’t be coy or shy about what you have to offer. If your offerings meet the candidate’s needs, great; candidates should know this sooner rather than later. And if they don’t quite fit the bill, presenting them upfront provides room for negotiation and chance for the company to demonstrate interest and good faith. 

Pay for what you want. 
Avoid making lowball offers at the start of the negotiation process. It’s okay to initially present a lower rate than you’re willing and able to provide, but if you start at rock bottom, you may send the wrong message. You might be saying, “We’d like to offer the absolute lowest rate that we think we can get away with...We assume you either don’t know or don’t accept that your skills are worth much more.” 

Research market rates, even if you’ve already done this within the past few weeks. 
Conduct thorough research into the market value of the position and the candidate’s skills and experience, and do this immediately before making the offer, even if your current data on the subject still feels fresh (these numbers can change quickly). And recognize that if you set the bar exactly at the market average, you’ll attract average candidates. If you set it a little higher, you’ll attract those who have their choice of offers.
Show your enthusiasm. 
If you like this candidate, let it show. Don’t hold back. Everyone likes to be liked! And even the most subtle demonstrations of interest and respect can go a long way during the hiring process. 

For more on how to find and attract the highest level of sales talent, reach out to the sales staffing experts at Buckman Enochs Coss and Associates.