Inside this no-holds barred report you'll discover:
Why the job boards have become polluted with unqualified sales talent (and a proven 8-step process to protect your business from having to trade profits for personnel)
How to isolate the top 1.3% of sales talent in the job market and onboard them before your competitors while shaving hours off of screening and interview times
The surprising secret to why over 75% of sales talent end up failing to produce and end up costing companies multiple 6-figures in lost deal opportunities
Please Watch Video, Read The Page Carefully, And Click "Get A Price”
Get A PriceSales Made
Calls Booked
Objections Handled
Trained Reps
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And our clients are reaping the benefits of implementing a custom-tailored sales conversion machine in their business...
Before:
Only relied on my email list, never believed a sales team was worth the squeeze- didn’t think other could sell as good as me, no interest in building sales department, operations etc.
After:
Automated full sales team- exceed my expectation- Two guys I know I can trust and loyal to my brand- High ticket sales are up and close over $250k in the last 5 days as a result of the people, systems and knowledge sales connection brings to my businesses.
Timeline:
2021 and 2022 for two separate promos.
“I’ve been a marketer for over two decades, working with The Sales Connection was the exact amplifier I needed to bridge the gap between my years of marketing success and building a loyal sales division that I can trust and lean on. Marcus and Kayvon are a rare and perfect blend of Sales and Operational excellence.”
Before:
No time- taking calls on his own, following what others were doing, felt overwhelmed, wanted to shut down
After:
10million overall in sales - complete systemized- full sales teams, loves what he does all over again focuses on growing his business instead of working in it.
Timeline:
From 2020 to today
“Working with The Sales Connection for the past 12 months has 3x'd my program. In fact, I never thought I could solely focus on the things I love about my business and outsource the rest to a team of dedicated and highly driven AAA players until I met Marcus and Kayvon. This has been one of the best decisions I've ever made for my business!”
Before:
No consistency and couldn’t scale profitably. Riding a revenue rollercoaster having his friends as closers. Made it difficult to travel with ease or speak on stages not knowing what would happen next, if clients would be addressed, or if money would be collected.
After:
Hired The Sales Connection and built a fully fledged and reliable sales team. Now we have 5 sales reps hitting their numbers, no headaches and he can speak all over the world knowing the sales team is running like a well-oiled machine.
Timeline:
2019 consulting and 2020 through to 2021 EMF promos
“As a traveling speaker and business owner I need a team I could trust when I was on the road and speaking on international stages. The Sales Connections systems and team allowed me to know when I was on the road, they were in place with a strong, dedicated and trusted team of people maximizing our sales pipeline. Working with TSC has tripled my sales revenue.”
Before:
Thought she needed to do low ticket or work harder. Losing money on ad spend with rising ad costs on her webinar funnel.
After:
We gave her the roadmap to implement high ticket profitably and closed more in 30 days than she sold in 6 months with her webinar. She increased her prices… followed the process… trusted the vetting system and have sales reps she can trust and build her business on. Profits are up and the headaches are gone
Timeline:
“The entire audit and implementation took less than 30 days. I have worked with Kayvon and his team multiple times. He is my go-to when it comes to phone, remote sales and sales strategy.”
“I love working with The Sales Connection - They were paramount in my high ticket sales and helped my business 2x in profits. I wouldn't recommend anyone else when it comes to High Ticket Sales... Best in the business.”
Before:
Plateaued at $500k/month. No management systems, 2 sales reps keeping them flatlined on revenue for over 2 years.
After:
Broke through their plateau and hit their first $3 million dollar month. We placed 5 reps 1 who is now a manager who brought 10 superstars with him. This transformation acted as the catalyst pushing Abdul into the publishing space supporting dozens of his clients to 7 and 8 figures.
Timeline:
1 - 6 months modernizing the entire backend of MM
2 - second 6 months deploying 6 new clients and upgrading systems, process and people (reps)
“We hired The Sales Connection to help us with our sales process and training. Since working with them, we have invited them back to work on several more projects with us and helped us Scale to $30 million in Revenue. Our conversion rates drastically increased.”
Before:
Ran into major issues when he outsourced my sales team to a friend. The team hit a ceiling pretty quick and sales stalled. The systems, training, recruiting and scripts were sub par.
After:
“We went in and not only completely overhauled his sales department, we also connected me with some great resources and even helped me build a SaaS platform for my clients that I was able to sell for high 7 figures. Working with The Sales Connection transformed my business.”
Timeline:
2020
Phase I - Initially onboarded 2 weeks and quickly refreshed the team going into a live event. We sold over 330k that weekend.
Phase II - Supported me Sales department and SaaS needs throughout my restructuring.
“What can I say about Marcus and Kayvon… It all started as a simple business transaction but quickly turned into an amazing relationship. Not only did they turn around my business but they also saved me from several potentially catastrophic business decisions. I have yet to work with two more genuine people who actually care for their clients on a personal level. Amazing!”
Before:
Stuck working in his business and managing the day-to-day as the chief everything officer. He was stuck trying to build a sales team, close the deals, build the marketing materials and craft the systems. He was over extended and revenues had stagnated.
After:
We set him up with a world class CRM, scheduling and reporting stack. Everything he needed is now at his fingertips and he finally has the numbers, processes and systems in place to support his growth goals.
Timeline:
Phase I - 2 week discovery + 3 week build out. Transitioned to current tech stack and built everything out and deployed new sales reps.
Phase II - Ran and managed sales team for 18 months
“Scaling my email business was easy… Scaling my sales team was NOT. Putting all my trust into The Sales Connection allowed me to focus on what I do best and allow them to focus on what they are masters of. As a result, they 10x’d my business and phone sales. Great Guys, Highly Recommend.”
Before:
Stuck in a rut and unable to scale. Everytime he tried to scale my sales team he kept running blind and struggling with growing pains. Struggling to hire and onboard past 2-3 reps without massive issues and wasn’t sure how to truly feel in the driver’s seat of his remote sales team.
After:
Clear visibility into the performance and activities of every single member of his team. He now has a robust onboarding and training pipeline. Reliable revenues and profits from the sales team that he can count on.
Timeline:
2 week discovery and onboarding was needed to get started. Then 3 weeks to roll out all the new systems. Then TSC monitored for 3 months until I had a handle on things and managed the transition back inhouse.
“I couldn’t have grown there where I am today the old way. The Sales Connection revamped my entire sales process... Before meeting them, my sales guys didn't know how many leads they were receiving or the dollar value they were collecting. Marcus and the team at TSC took me from spreadsheets to systems. Now I have a CRM that is a gold mine.”
“I knew I had great service, I knew I had a great product but I couldn’t figure out why it was such a struggle to make a sale, find sales professionals and step back from the daily call. It wasn't until I worked with Kayvon and The Sales Connection that I discovered stepping back was a possibility - Let alone that their team would 10x my business. The best Partners I could’ve asked for.”
"The Sales Connection revamped my entire sales process... Before meeting them, my sales guys didn't know how many leads they were receiving or the dollar value they were collecting- Marcus and the team at TSC took me from spreadsheets to systems. Now I have a CRM what is a money machine."
Jason Wojo
Founder - Wojo Media
"Scaling my email business was easy - Scaling my sales team was NOT. Putting all my trust into The Sales Connection allowed me to focus on what I do best and allow TSC to focus on what they are masters of. As a result, they 10x my business and phone sales. Great Guys- Highly Recommend."
Troy Ericson
Founder - Lead Paramedic
"Marcus and Kayvon share the same values I teach- Integrity and Excellence- when it was time to scale my sales department, I had several options I could move forward with and there was only 1 clear option; The Sales Connection. Partnering with TSC has 3x my high-ticket sales and their reporting/ systems gave me peace of mind. I have everything I need with 1 team and 1 trusted partner."
Anthony Trucks
CEO - Identity Shift/ Fomer - NFL
"As a travelling speaker and business owner I need a team I could trust when I was on the road and speaking on international stages. The Sales Connections systems and team allow me to know when I was on the road, there were in place with a strong, dedicated and trusted team of people maximizing our sales pipeline. Working with TSC has tripled my sales revenue."
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Peter Sage
Founder - Sage Academy
"Kayvon and his sales training blew me away. I hired Kayvon to training my highest paid mastermind students and they loved him so much they begged me to bring him back and do a full day workshop immersion. If you sell High Ticket and you need sales training or sales process, then The Sales Connection is the only place you need."
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Carolin Soldo
CEO - Power House
"We hired The Sales Connection to help us with our sales process and training. Since working with them we have invited back to work on several more projects with us and helped us Scale to $30million in Revenue. Our conversion rates drastically increased."
Modern Milllionaires
Chance and Abdul
"I love working with The Sales Connection- They were paramount in my high ticket sales and helped my business 2x in profits- I wouldn't recommend anyone else when it comes to High Ticket Sales..... Best in the business"
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Tatiana Londono
CEO - Real Estate Broker | Life Hacker
"I met Kayvon at a mastermind where he blew me away with his Sales Knowledge. I asked him to help me on a presentation I was preparing for the next day… Within 2 hours he had showed me the psychology of sales and how to connect with the audience deeply. I closed over 50% of the room and 4x my sales."
Zack Benson
Founder - Assistagram
If you are ready to build an elite team of commission-only sales professional to rapidly scale your business past your current plateau and 2-5x revenue while removing yourself from the sales process completely, then stick around.
If you're worried about risking your bottom-line to unqualified reps lighting your advertising dollars on fire by burning through their leads, then stick around.
If you've been burned by self-proclaimed "closers" or sales talent that looked great on paper and aced the interview but ultimately ended up wasting your time and resources, then stick around.
If you suspect that there's been a massive influx in sales talent in the market but it seems harder than ever to find reps who can actually close the deal and put their money where their mouth, you are in the right place.
And if you hate burning your marketing dollars and are sick and tired of getting applicants from guru's who sell a 3 week course on sales convincing you to give them a shot only to end up empty handed, then this is for you.
Our rigorous process is proven to get you the top sales talent you desire. Are you looking to hire, recruit, or train top-tier sales representatives, account managers, BDRs, territory sales managers, and commissioned sales professionals? We are the home for business owners looking to onboard top talent that fits your culture needs and bottom line profits.
Buying processes are changing. New competitors are emerging. Talent shortages are increasing. Building a sales force capable of driving profitable revenue growth is more complex and challenging than ever before. But it doesn’t have to be.
Our process has helped thousands of companies like yours recruit the talent needed to meet aggressive revenue targets and outperform the competition.
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TSC recruitment systems are designated for businesses that want to build and scale world-class sales teams. We do not hire average sales performers. We ONLY hire A-players who drive success. Whether you want your competition’s top performers or candidates from outside your industry, our targeted search finds the hidden talent who beat quotas and lead their teams to record numbers.
We believe in being as upfront and honest as possible to ensure we can help you, so to ensure that this is absolutely right for you… it’s important to note who this is not for…
If you don’t yet have consistent lead flow to feed a team of sales people, you do not have product market fit or are in the idea stage of your product or service, or you are below $100k/month in revenue…
Then this is not for you.
Now, if you have product market fit, your lead flow is consistent, and you’re bringing in over $100k/month is revenue, then remember this moment, because this is the turning point of your business from struggling to break past the 6 figure a month glass ceiling to smashing through it with a hammer in the form of an elite remote sales team where you only pay for performance.
You can achieve at least double your current revenue numbers using a remote, commission-only sales team using a sales talent profiling technology and a filtration process.
However, there is more sales talent available in the marketplace than ever before due to The Great Resignation, the rise of remote work, and the rapid growth of online education courses “certifying” new sales people every single day.
We have evolved a scientific sales recruitment approach to cut through the noise and isolate the top 1.3% of sales talent who have what it takes to close the deal for online business owners looking to scale their company.
And we have dedicated the last 2 years to pioneering this process and put the hiring power back into the hands of the business owner.
1. Ad costs are rising, making high impact sales teams who are able to consistently close the deal more important than ever to ensure that your profits are never put at risk
How significant are the price increases?
While fluctuation continues, Insider has reported that Meta’s cost per thousand (CPM) increased by 61% YOY, reaching an average CPM of USD $17.60. Meanwhile, TikTok’s CPM increased by a huge 185% YOY, peaking at an average CPM of USD $9.40. Google also saw programmatic display CPMs increase by 75% YOY, while search ad cost-per-clicks (CPCs) were up by 14% YOY. Amazon has also seen notable CPC growth for their sponsored products offering, up 14% YOY.
2. There are more new, self-proclaiming closers being created in the talent pool than ever before and there is no more barriers to entry thanks to the online education industry, making it harder to find real, qualified sales professionals
1. Inbound Closers
2. High Ticket Closers
3. Udemy
4. Skillshare
5. Countless other online opportunity programs proclaiming that anyone can be a remote sales person
3. More existing sales professionals are leaving their jobs in favour of remote work environments yet there is no clear way to determine their efficiency and effectiveness within your company using the old, outdated hiring methods
A. It is now also harder to accurately qualify talent due to zoom meetings taking over the in-person interview process
B. According to HubSpot, the average sales turnover rate is 35%, compared to an average turnover rate of 13% for all industries. That’s nearly triple the average turnover rate.
My business partner and co-founder Marcus and I (Kayvon) decided to go into business 5 years ago with a mission to create a new standard in selling systems and sales training training with a radically different approach to the traditional selling models.
We began looking everywhere for world class talent to fill our own sales teams to serve our clients and no matter how much we spent, we continued down dead end roads, resulting in thousands of lost dollars invested in tactics that just simply went down the "Let me try to find a sales superstar money drain."
No expense was spared in the pursuit of finding the best of the best, and no stone unturned.
Here’s a short list of what we tried and what we found…
Recruiters - Expensive (Min. $25k/rep + 50% commission in first year)
Indeed - Grossly under-qualified
Monster - Made the Indeed candidates look like Rockstar's
LinkedIn - Full of “certified closers” direct messaging constantly looking for work
FB Ads - No true method of filtering out who clicked on the ads
Networks - Dress like Rockstar's but performed like amateurs
Job Boards - Ended up with people from all walks of life, and no tried and true sales professionals
Course Gurus - You know those who sell courses to everyday people and dress them up like a poorly decorated Christmas tree with a title called "Closer"
The list goes on and on and on...
Marcus and I decided to take matters into our own hands - well it would make sense right?
With 2 decades of Sales experience in the trenches paired with 2 decades of operations and system excellence... why wouldn't this work?
Marcus and I ran two years of experiments to acquire top talent, filter through endless streams of candidates, and only interview the best of the best....
We started with a 50% completion rate to find out we still had some kinks in the systems...
16 months and 7 versions later, we developed a World Class Sales hiring system that filters out 98.7% of Sales candidates
And the reps we started to hire from this process kept climbing to the top of the leaderboard…
Time and time again.
Our system ended up working so well that it catapulted multiple companies into multiple 7 and even 8 figure businesses within their first 12 months of starting.
Recruiters started to reach out to us and ask what we were doing and how can they use our system... these are the same recruiters who wanted to charge us $30,000 PER candidate.
We even had one recruiting office tell us he would send his best of his best for $75,000.
With our 8-Step Profiling System in place, we put this would be $75k cost of a sales hire through our system and guess what?…
They failed the test!
That’s $75k we can re-invest into our marketing and months of wasted time saved on a rep who would never produce.
That is the power of this system...
And that’s when Marcus and I knew… we finally had something...
… and we didn't even have to try 10,000 times like Thomas Edison... we just needed to spend $267,000 dollars in lost Sales Reps, 10,000+ hours in the trenches, and trust our instincts..
But now, we have a new problem...
Because our system is so good we have been forced to develop a “virtual bench” where the A-player sales reps coming through our system can reside and undergo further training with us while we find a home for them to start slinging deals...
And we know for the right, growth-oriented business owner, these superstars that were previously hidden in the talent market will be able to thrive and produce a 7, 8 figure business in the next 12 months.
A Definitive Guide To Isolating The Top Producing Sales Professionals Hidden In Today’s Talent Market
Step 1: Pre-Filter Talent To Weed Out The Wannabe’s From Your Job Post
The Old Way
Pick a job board or two, make a post, and hope for the best.
The New Way
Cast a wide net using a multi-platform, paid ads, and partner approach leveraging a pass/fail screening exam with strategically crafted questions.
The Old Result
Unqualified candidates flood in and waste your time. Job posting is now pay to play, but you end up paying for anyone and everyone to apply, even if your job description seems clear.
Then you end up with wasted money and time filtering through unqualified talent where all you really have is a resume and LinkedIn profile to guide you.
The New Result
Get a massive amount of candidates who are now automatically filtered for you with technology and left with only the 50% of applicants who have the potential to become a key sales team producer to save you from wasting time and resources on unqualified talent that never had a chance of working out in the first place.
Key Insight: Sourcing top sales talent is about the process, not the platform.
We’ve tested and actively use many platforms at once, including… Recruiters, Indeed, Monster, LinkedIn, FB Ads, Networks, Job Boards, Online Course graduates, and most recently partnerships with sales training organizations.
The quality ranges between platforms and partnerships, but each platform contains hidden talent that would otherwise be missed without a filtering system that helps isolate candidates who have the best chance at being a super star salesperson
Pre-filtering out 50% of talent buys back time and resources to increase ROI from your job posting faster. When set up correctly, it also allows you to gain insights into those who do make it through - to bring you closer to finding the needle-in-a-haystack sales talent that other business owners won’t have.
The true benefit of starting your search this way also allows you to cast a wider net due to the fact that you’re no longer going to be bogged down in manual filtering of candidates
Frequently Asked Question
Q: “What are the best platforms to post my job?...”
A: The real answer here is that each platform performs on a spectrum, not on a binary high-quality/low-quality level. We’ve found that most platforms are great places to start, but end up costing the same amount of time and money in the long run to find talent. The real high leverage comes from being able to source talent from as many sources as possible and let technology do the pre-filtering for you.
Q: “What about sourcing B2B vs B2C sales professionals?...”
A: Each platform contains hidden gems regardless of industry you’re looking to hire in. The key is to enable your hiring process to pre-filter as many candidates as possible to remove the limits of where you can explore.
Step 2: Assess Sales Proficiency Before Moving To Manual Review To Remove The Bottom Performers And Protect Your Time
The Old Way
Manually review resumes and cover letters and pick the ones that sound the best on paper and appear to have the most experience.
The New Way
Use a sales proficiency survey using science-backed technology to assess their sales proficiency before reviewing their resume or cover letter to save time and money on talent that looks good on paper but doesn’t have what it takes to close deals.
The Old Result
Slow and unreliable to find the best candidates in the pool. You’re overly optimistic due to relying on such limited information and end up with more people left to screen on a call than you bargained for, and no clear way of telling who can actually sell once you put them on the phone. Wastes time and resources of HR, hiring manager, and/or Business Owner.
This is where most C-Suite, business owners, managers, and founders make costly hiring mistakes based on “gut feel”.
The New Result
Every sales candidate screening decision goes from an overly optimistic guessing game to an evidence-based, repeatable and precise approach where you’re in control.
Now you have an edge over everyone else in the marketplace looking for talent, because you have a profile clearly indicating who in your pool is the real sales talent (note: many of the top salespeople actually get removed from standard hiring processes at this stage)
Key Insight: Hire Based On Future Results Instead Of Past Experience.
Anyone applying for a job is going to do one of two things with their resume and cover letter…
Either they’re desperate so they are applying to every single job they see, making you part of their numbers game and wasting your time.
They are deliberate and persuasive with their resume and cover letter to sway you into thinking they’re a great candidate.
By requiring the remaining candidates from step 1 to take a sales proficiency assessment, you now have a crystal ball into their future performance, where they fit in your company, and how to best get them to perform (and produce sales) for your company.
Frequently Asked Question
Q: “What should I do with the cover letter and resume then?...”
A: The resume and cover letter are not a moot point, they are just leveraged in the wrong sequence. The resume and cover letter are much more important in the interview stages to empower the interviewer with insights into the best questions to ask.
Step 3: Leverage Video Auditions To Pre-Screen Candidates And Systematize Your Hiring Process
The Old Way
Manual phone screening one-by-one to filter out sales job candidates.
The New Way
Use video auditions to streamline your hiring process and save you from spending countless hours calling candidates who would only waste your time.
The Old Result
Time intensive and slow. Even if the calls are only 15 minutes for screening, if you have 10-50+ candidates, that’s a lot of time to waste on candidates who may never produce.
Societal norms also generally cause us to spend more time with candidates on the phone as we feel like we need to be polite and give them the full time allotted for the call, regardless of whether or not you knew at 30 seconds in they wouldn’t be the right fit.
Manually phone screening candidates is also highly dependent on the talent and biases of the person conducting the screening calls which may result in letting low-quality candidates, or bad fit candidates through to interviews and possibly filter out some of the best sales talent in the pool by mistake.
The New Result
This empowers you and your team to assess and evaluate the overall impression, voice type, tonality, and demeanor of candidates well before they get to you.
It also enables you to ensure that each candidate submission speaks and presents in a way that aligns with your company to ensure a successful hire.
Key Insight: Video Auditions Streamline Your Screening Process While Removing Costly Biases
Video auditions provide a more accurate prediction as to how a potential sales hire will do on a real sales call vs a screening call where there are niceties and small talk that drag on too long and don’t really give you insight as to how they would perform under pressure on a sales call.
This also helps to create consistency by requesting the same questions to be answered in the video, removes the biases of the person screening the candidate, and create criteria for passing candidates through and rejecting those who are not a good fit.
We have not even gotten to the interview stage, and there is one more step to go before they can earn the opportunity to be interviewed. This step filters out another 13%.
Frequently Asked Question
Q: “What if I have someone on my team doing the screening?...”
A: If you have a hiring manager or someone on your team doing the screening, their time is much better spent interviewing candidates who have higher quality and likelihood of succeeding instead of on candidates that would waste their time. This is all about creating more time and effort on the sales hires who can become A-Players on your team and ensuring that you aren’t exhausted by the time the good talent gets through. It’s easy to make a bad decision on a hire when you’re exhausted from the start of the process.
Step 4: Match Candidate Values, Behaviour, And Culture Fit With Your Company For High Performance And Low Churn
The Old Way
Assessing candidates values and fit with your company based on gut feelings and questions during the interview process.
The New Way
Use a values and decision making assessment to determine whether or not they’re a good fit for your company’s culture, values, show up to their calls with conviction, and close the sale.
The Old Result
Candidates will say whatever they need in an interview to get the job.
Without a clear method to assess their culture fit with your company, you end up with sales talent that becomes as mismatched as oil and water with your company, lacks conviction with your product or service, and loses the ability to sell.
In cases where you’re paid on performance, this may also cause the sales rep to say anything they can to close the deal (even if it’s unethical and tarnishes your company’s reputation).
The New Result
Less sales team churn, longer retention of reps, and higher dollars per lead (DPL) due to higher closing rates that come with alignment.
Key Insight: Sales Reps Desire To Believe In What They Sell. Assessing Their Values And Culture Fit Helps Them As Much As It Helps You.
When you can assess every candidate to identify their innate values, behaviors and beliefs it unlocks the ability to match both performance and fit.
Doing this up front gives you a team of rockstars that work in harmony and keeps the chaos at bay that would otherwise drag your team (and your profits) down.
Frequently Asked Question
Q: “Do I match my values or my company’s values with those of the candidates?...”
A: Most company values reflect those of the founder. However, if you are looking to identify what values matter to you on your sales team based on previous team members or performance, then simply brainstorm on your own or with your trusted team members (C-suite, VP’s, and sales managers can be great for this) and establish the criteria that would deem someone a good fit for your company.
Q: “What sorts of things am I looking for?”
A: “You’re looking for synergy in areas that matter most. Behavior, principles, values, beliefs, decision-making, how they approach problems, their goals, and their personal mission.”
Step 5: Conduct Interviews With Your Best Candidates To Put Their Profile To The Test
The Old Way
Head into the interview with only a resume and the hopes that this hire will work out better than the last.
The New Way
Leverage your survey and assessments of the candidates sales competency and their profile that tells you exactly what to highlight with each potential hire during an interview, what to watch out for, and how to structure your questions for maximum insight into their future performance.
The Old Result
Have you ever hired the “right salesperson” with the “right credentials”, who seemed to fly through the interview process, only to turn out to be an unexpected problem a few months after hiring?
If this hasn’t happened to you yet, consider yourself lucky because according to a frequently cited study, only 19% of new hires are considered fully successful while 46% are deemed failures by the 18-month point. That’s close to taking a 50-50 shot on a sales hire. Not very good odds.
If you have been in this situation, you’ve also had to face the dilemma of whether to stick it out with a dud sales rep who drags down the performance of the entire team or taps out after their first couple of weeks taking calls… leaving you to restart your hiring process all over again.
The New Result
You avoid getting persuaded into hiring the interview unicorns who put on a show, are highly agreeable, even appear to know their stuff but secretly don’t have the chops to back it up.
This saves you and your company 6-18 months of previously wasted time and money.
Key Insight: Talent Profiling Puts The Hiring Power Back Into The Hands Of The Business Owner (Where It Belongs).
Using evidence-based processes and repeatable systems that remove interviewer biases and gut-based decisions is your best line of defense against the Interview Unicorn.
Knowing a sales candidate’s sales proficiency, strengths, and weaknesses allows you to enter the interview with 80-90% of the information that you need, and the interview process becomes a confirmation of what you already know instead of a guessing game based on whether you like a candidate or not.
Human beings have a strong bias towards attractive candidates as well as those who compliment us, are agreeable, and likeable. Interview unicorns know this and easily persuade business owners into hiring the best sales talent time and time again.
The only way to avoid our own biases is to leverage assessments and profiling technology that gives us a window into candidates so not to fall victim to a dog and pony show.
Frequently Asked Question
Q: “What about interviewing for sales management, can’t I just promote my top sales rep to that position?...”
A: Here is the hard truth: A successful track record as a salesperson does not correlate with above-average performance as a sales manager. Why does promoting your best rep to manager rarely work? The skills, personality, values and behaviors that made them great as a salesperson hinder their efforts to perform as sales manager. It’s simply not the same job. That’s why you must rely on sales proficiency technology and profiling assessments to accurately determine who is best fit for management.
Step 6: Put Your Best Candidates To The Test With Follow-Up Role Play Interviews
The Old Way
Pass the candidates you like the most through the first round and/or turn the second round of interviews into an unproductive ‘chat’ about their goals and future, with a final note on salary and benefits before making them an offer.
The New Way
Use the second round of interviews to put them to the test with a role play followed by specific questions tailored to your company’s interests and finding out how they align with the candidate.
The Old Result
End up wasting even more time and resources without having correctly outlined whether or not that person is the right fit for your company in the first place.
This is where previously the ‘interview unicorns’ end up pulling out all the stops with you to seal the deal, only to end up being the bottom of the scoreboard within 30 days and leaving you wondering what went wrong.
The New Result
You hard stop the interview unicorns from fooling you and this step becomes a method for you to experience your new potential hire’s skills first hand to make sure they’ve got what it takes to produce results for your company.
No more risking hard-earned leads to reps that can’t even perform on a simple role play.
Key Insight: Role Playing Comfortability Is Directly Correlated To Sales Talent Experience And Performance.
Real, high-performing sales talent does not shy away from a role play… they look forward to it.
After interviewing over 1,000 sales reps through our process, we have found a direct correlation between the comfortability with role plays and their future performance. There are also specific sales ‘types’ that perform better in high-risk situations versus others and it’s important to make a distinction at this stage to determine where they best fit on your team.
Combining a role play over an interview followed by specific alignment questions sets the proper tone for the relationship and let’s them know up front that they need to earn a spot on your team, which helps to reduce churn, increase performance, and establish mutual respect knowing that they can’t just smile and persuade you with a fancy resume or credentials.
Frequently Asked Question
Q: “What if they refuse to role play or make excuses?...”
A: Then they are likely not a strong sales person. Do you want your future sales rep to refuse to put in the work it takes to get everything they can out of your leads? Do you want your future sales rep to make excuses or close the deal? Adding in a role play to your hiring process enables you to separate the winners from the rest of the pack as the filtering should get more and more difficult as a candidate proceeds.
Step 7: Cherry-Pick References Strategically As A Last Line Of Defense Against A Bad Sales Hire
The Old Way
Ask for references but don’t actually check them thoroughly. Or calling references and asking simple questions that are easy to pass like “I’m about to hire Jane… would you hire her again?”
The New Way
Use LinkedIn experience, connections, and other sources to cherry-pick the most effective references instead of relying on their provided reference list.
Use their sales proficiency assessment and personality profile to ask specifically tailored questions and validate the information in the profile you have.
You can also go deeper on the concerns, weaknesses, and strengths to find out if they are truly the best fit for your company.
The Old Result
You end up having to fire your new hire when you thought they looked good on paper, and nailed the interviews… and who you also did not think needed reference checks done thoroughly.
Or you find out later on that they have serious interpersonal issues on your team that could have been avoided by asking previously employers the right questions.
Which forces you all the way back to the start of the process because everything fell apart.
Note: Talent will always hand you their best references… not the best references for you.
The New Result
Avoid falling for the “friends and family” references that only have good things to say about your candidates.
Only end up hiring the best candidates who’s assessments, resume, interviews, and personality type all line up with their references in a way that keeps reps performing out of gates and for the long term.
This also protects yourself and your bottom-line from a bad hire who you would have otherwise brought onto the team.
Key Insight: Sales Proficiency And Personality Profiling Are The Missing Link To Effective Reference Checks That Save You From A Costly Hiring Mistake
References are not a formality, they are your last line of defense against a bad hire, and your only opportunity to ask strategic questions like, “When working with Jane, how did her performance align with [insert trait from profile]?”
If you are calling references, it’s because you are about to hire someone… and when used correctly, references are two-fold in their purpose.
To confirm or deny any suspicions you may have about who you’re about to hire and protect you from making a bad hire with unseen information
To gain insight as to how to motivate, train, and get your new sales hire to perform their best based on previous managers, colleagues, and mentors
When using sales proficiency assessments and personality profiling, references are now highly impactful and become an integral part of the sales hiring process.
Frequently Asked Question
Q: “How many references should I check to be effective?...”
A: As many references as possible, but ideally no less than 3. It’s important to note that you must be careful as to who they are providing to you as references. Check out their previous employers on LinkedIn and other sources to contact references strategically.
Step 8: Hire With A Mandatory 90 Day Probation Period For Increased Performance And Retention
The Old Way
Send a job offer to your top candidate(s), have them sign the contract and begin onboarding.
The New Way
Instead of offering them the job outright… offer them an entry spot on the team to prove themselves on your team during a 30-90 day probationary period with clear KPIs where if they make it through, they will have earned their spot on the team (with rewards).
The Old Result
You just undid all your hard work throughout the hiring process and your new sales hire gets lazy fast, and fails to perform at their highest level. Leaving burned leads and lost dollars on the table for your company.
The New Result
Your new hire knows they must perform to make the cut after 90 days and it’s time to earn their spot on the team with hard numbers on the scoreboard in the form of cash collected, (AAV) Average Appointment Value, and DPL (Dollars Per Lead) targets.
Key Insight: The Top Producers Of Any Commission-Based Sales Team Are The Ones Who Fought Their Way To The Top Of The Leaderboard… Not The Ones Who Were Offered A ‘Job’
Most companies make the mistake of giving a new sales hire “get comfortable” by giving them a “job” and onboarding painfully slow.
True sales professionals are driven by competition and the opportunity to perform. The high performing sales talent we’ve approved and sent to our clients were excited about the opportunity to show what they can do in the form of actualized cash and revenue collected during their 90-day probationary period.
When a new sales hire hears “You got the job. Welcome to the team.”… they immediately relax because now they feel like the hard work is over.
Frequently Asked Question
Q: “What if they reject my offer based on a 90 day probationary period?...”
A: Congratulations are in order, because you just dodged a bullet. No real sales person who can perform and put numbers on the scoreboard would ever back down from the challenge of a 90-day probation to put numbers on the board and hit KPIs.
So you all you need to do to find and hire the top 1% of rockstar sales reps is:
And you can build a high performance remote sales team on commission-only to 2-5x your top-line revenue in 90 days without risking your hard-earned leads to bad hires.
Option 1:
You can continue to search the job board sites, Facebook groups, and LinkedIn for qualified talent, manually filter through the overwhelming amount of “certified closers”, however, this will likely fail because:
Or, you can have us handle the entire hiring and filtration process for you and build the sales team you’ve been longing for - in less than half the time, and at far less expense than the amount of lost deals and money left on the table from handing an unqualified sales person your hard-earned leads.
Plus, we’ll install the automated tracking and sales systems for you and even coach your new reps for their first 90 days with one of our coaches with over 7 figures in closed deals under their belt without resorting to the sleazy, hard-selling push tactics.
Option 2:
You can also hire a recruitment agency or a firm to source sales talent for you, which is a better option than #1 but will still likely fall short due to:
Or, you can take full advantage of modern technologies to assess candidates sales aptitude, proficiency, and likelihood of longevity with your company so that you only end up with the absolutely best of the best that the current sales talent pool has to offer.
Plus, we offer a $100k or 100 day guarantee so that if for any reason one of our sales hires doesn’t sell $100k in 100 days or fails to produce for your company, we’ll replace them for free, so you have virtually zero risk and we recruit based on results instead of resumes.
Not to mention we also fill your sales team roster inside of your first month, so you’re not waiting around for candidates for months on end as you continue to drown in the day-to-day of your business.
Or… You Simply Tap Into Our Virtual Bench Of Elite Sales Reps Who Are Ready To Be Deployed
You can have us hand you a team of elite sales professionals who have already undergone this gauntlet of a hiring process, passed a 90 day probation period taking real calls, and are primed to work on commissions to solve this problem once and for all while 2-5x’ing your current sales numbers.
We’ll hand-deliver your top-tier sales candidates matched with your business inside of 14 days after finishing your intake form (which can be done on day 1 once your application is approved)
AND THEN
Ready to get first dibs on our virtual bench of top 1% sales talent and have us assemble your own commission-only, remote sales team?
Again, this for online business owners stuck at $100k/month who are looking to 2-5x their revenue in the next 100 days and break through the $1-$3M glass ceiling, but are struggling with find the needle in the haystack sales talent to build their dream team and scale profitably.
And our clients are reaping the benefits of implementing a custom-tailored sales conversion machine in their business...
Before:
Only relied on my email list, never believed a sales team was worth the squeeze- didn’t think other could sell as good as me, no interest in building sales department, operations etc.
After:
Automated full sales team- exceed my expectation- Two guys I know I can trust and loyal to my brand- High ticket sales are up and close over $250k in the last 5 days as a result of the people, systems and knowledge sales connection brings to my businesses.
Timeline:
2021 and 2022 for two separate promos.
“I’ve been a marketer for over two decades, working with The Sales Connection was the exact amplifier I needed to bridge the gap between my years of marketing success and building a loyal sales division that I can trust and lean on. Marcus and Kayvon are a rare and perfect blend of Sales and Operational excellence.”
Before:
No time- taking calls on his own, following what others were doing, felt overwhelmed, wanted to shut down
After:
10 million overall in sales - complete systemized- full sales teams, loves what he does all over again focuses on growing his business instead of working in it.
Timeline:
From 2020 to today
“Working with The Sales Connection for the past 12 months has 3x'd my program. In fact, I never thought I could solely focus on the things I love about my business and outsource the rest to a team of dedicated and highly driven AAA players until I met Marcus and Kayvon. This has been one of the best decisions I've ever made for my business!”
Before:
No consistency and couldn’t scale profitably. Riding a revenue rollercoaster having his friends as closers. Made it difficult to travel with ease or speak on stages not knowing what would happen next, if clients would be addressed, or if money would be collected.
After:
Hired The Sales Connection and built a fully fledged and reliable sales team. Now we have 5 sales reps hitting their numbers, no headaches and he can speak all over the world knowing the sales team is running like a well-oiled machine.
Timeline:
2019 consulting and 2020 through to 2021 EMF promos
“As a traveling speaker and business owner I need a team I could trust when I was on the road and speaking on international stages. The Sales Connections systems and team allowed me to know when I was on the road, they were in place with a strong, dedicated and trusted team of people maximizing our sales pipeline. Working with TSC has tripled my sales revenue.”
Before:
Thought she needed to do low ticket or work harder. Losing money on ad spend with rising ad costs on her webinar funnel.
After:
We gave her the roadmap to implement high ticket profitably and closed more in 30 days than she sold in 6 months with her webinar. She increased her prices… followed the process… trusted the vetting system and have sales reps she can trust and build her business on. Profits are up and the headaches are gone
Timeline:
“The entire audit and implementation took less than 30 days. I have worked with Kayvon and his team multiple times. He is my go-to when it comes to phone, remote sales and sales strategy.”
“I love working with The Sales Connection - They were paramount in my high ticket sales and helped my business 2x in profits. I wouldn't recommend anyone else when it comes to High Ticket Sales... Best in the business.”
Before:
Plateaued at $500k/month. No management systems, 2 sales reps keeping them flatlined on revenue for over 2 years.
After:
Broke through their plateau and hit their first $3 million dollar month. We placed 5 reps 1 who is now a manager who brought 10 superstars with him. This transformation acted as the catalyst pushing Abdul into the publishing space supporting dozens of his clients to 7 and 8 figures.
Timeline:
1 - 6 months modernizing the entire backend of MM
2 - second 6 months deploying 6 new clients and upgrading systems, process and people (reps)
“We hired The Sales Connection to help us with our sales process and training. Since working with them, we have invited them back to work on several more projects with us and helped us Scale to $30 million in Revenue. Our conversion rates drastically increased.”
Before:
Ran into major issues when he outsourced my sales team to a friend. The team hit a ceiling pretty quick and sales stalled. The systems, training, recruiting and scripts were sub par.
After:
“We went in and not only completely overhauled his sales department, we also connected me with some great resources and even helped me build a SaaS platform for my clients that I was able to sell for high 7 figures. Working with The Sales Connection transformed my business.”
Timeline:
2020
Phase I - Initially onboarded 2 weeks and quickly refreshed the team going into a live event. We sold over 330k that weekend.
Phase II - Supported me Sales department and SaaS needs throughout my restructuring.
“What can I say about Marcus and Kayvon… It all started as a simple business transaction but quickly turned into an amazing relationship. Not only did they turn around my business but they also saved me from several potentially catastrophic business decisions. I have yet to work with two more genuine people who actually care for their clients on a personal level. Amazing!”
Before:
Stuck working in his business and managing the day-to-day as the chief everything officer. He was stuck trying to build a sales team, close the deals, build the marketing materials and craft the systems. He was over extended and revenues had stagnated.
After:
We set him up with a world class CRM, scheduling and reporting stack. Everything he needed is now at his fingertips and he finally has the numbers, processes and systems in place to support his growth goals.
Timeline:
Phase I - 2 week discovery + 3 week build out. Transitioned to current tech stack and built everything out and deployed new sales reps.
Phase II - Ran and managed sales team for 18 months
“Scaling my email business was easy… Scaling my sales team was NOT. Putting all my trust into The Sales Connection allowed me to focus on what I do best and allow them to focus on what they are masters of. As a result, they 10x’d my business and phone sales. Great Guys, Highly Recommend.”
Before:
Stuck in a rut and unable to scale. Everytime he tried to scale my sales team he kept running blind and struggling with growing pains. Struggling to hire and onboard past 2-3 reps without massive issues and wasn’t sure how to truly feel in the driver’s seat of his remote sales team.
After:
Clear visibility into the performance and activities of every single member of his team. He now has a robust onboarding and training pipeline. Reliable revenues and profits from the sales team that he can count on.
Timeline:
2 week discovery and onboarding was needed to get started. Then 3 weeks to roll out all the new systems. Then TSC monitored for 3 months until I had a handle on things and managed the transition back inhouse.
“I couldn’t have grown there where I am today the old way. The Sales Connection revamped my entire sales process... Before meeting them, my sales guys didn't know how many leads they were receiving or the dollar value they were collecting. Marcus and the team at TSC took me from spreadsheets to systems. Now I have a CRM that is a gold mine.”
“I knew I had great service, I knew I had a great product but I couldn’t figure out why it was such a struggle to make a sale, find sales professionals and step back from the daily call. It wasn't until I worked with Kayvon and The Sales Connection that I discovered stepping back was a possibility - Let alone that their team would 10x my business. The best Partners I could’ve asked for.”
Here’s what is going to happen when you work with us:
You will be able to do profitably break through the glass ceiling you’ve been stuck at for months, or even years.
You can even 2-5x your revenue in 100 days, and achieve 10.3x ROI on your advertising dollars.
You can finally get rid of all the time spent searching job boards, Facebook groups, referrals, and recruiting agencies trying to find the right sales talent.
You can forget about making a costly, 6 figure sales hire mistake.
You will feel certainty, control, and the full power of having a sales force behind your business.
And most importantly, you’ll be able to work ON your business again, knowing that your team of elite sales professionals are closing deals day-in-day-out and making the most of your marketing dollars.
So how does it work?
Here’s a bird’s eye view of the 8-Step Process that we now call our “Sales Profiling System”
It looks intense because quite simply, it is.
Before, when you wanted to look for a new sales hire, you would have to Post on job boards like Indeed, ZipRecruiter, and LinkedIn, or fork over $25k + commission pay to a recruiting firm.
But now, our system is constantly pulling in and filtering out sales candidates on auto-pilot using technology long before they ever speak with you so you don’t waste valuable time, and resources on filtering through the noise of the talent market.
Imagine never posting on a job board again.
And when you wanted to sift through your candidates, you would have to do it manually, have someone on your staff do it, or hire a VA just to manage it all.
But now, you can take advantage of our technology that automatically screens and filters through talent to ensure only the real sales professionals can make it into the profiling process to turn a sales team hiring decision from a guessing game to an evidence-based, repeatable and precise approach.
Then, when you wanted to screen the candidates who looked good on paper, you would have to call them one-by-one or have someone on your team vet them out manually.
Which would leave you chatting with candidates that ultimately waste your precious time.
But now, our team of talent experts is reviewing video auditions on your behalf to protect your time and money without spending countless hours reviewing candidates.
Next, for the candidates who would have made it through the screening process, and it came time to interview… again, you were met with a manual process with no clear strategy for isolating high risk sales talent using strategic questions.
But now, our sales profiling experts are solely trained for the purpose of filtering talent who has passed through multiple tests, and ask strategic questions to identify who is a great fit for your company, and who would have previously left you high and dry with no numbers on the sales scoreboard or your top-line growth to show for your time and money invested.
Then, for those who passed the interview rightly or wrongly, when it came time to check their references you were again met with a manual process or sometimes… just forfeited the opportunity to check their references because there was only one candidate to choose from, and they were likely an interview unicorn who persuaded their way into the position.
But now, our team of hiring experts call each and every available reference and ask the hard questions of previous employers and colleagues to get to the truth so that you or your company doesn’t have to pay the financial consequences of hiring an interview unicorn.
And lastly, when it came time to hire your candidate before… they were brought in with open arms in which they would then relax, and their performance would relax with it.
They would lose the need to prove themselves, and the deals in their pipeline would be lost with their deflated tenacity that got them the job in the first place.
But now, any sales professional you speak with his passed through a probationary period where they are put through additional trials and proven with real sales on real calls that they can put their money where their mouth is.
Now if you wanted to get this job done before using job boards or recruiting agencies, you would have been forced to settle for one of two choices...
“Do I pay with my time or out the nose with my checkbook?”
Job boards and hiring sites are a huge time investment both in the short and long term.
The sad truth of the matter in today’s competitive job sites require you to pay to play, so you can forget about getting by posting for free anymore.
Not to mention, the real cost of hiring sales talent this way can cost you 5-7x your new hires yearly salary in lost deals, combined with lost wages for lackluster performance.
The alternative…
Fork over $25,000 per individual candidate, and hope that the agency knows what they’re doing and can deliver on time.
This of course also means that while there is a significantly higher amount of human qualification, this method still lacks the ability to both profile and survey each and every candidates sales proficiency.
I don’t know about you, but $25k on top of a 10-50% of their first year commissions for one person who might work out feels a lot like betting everything on red at the casino.
And we’re not in business to gamble our hard-earned profits.
Which is why we’re offering you a third option, which has previously never before been available.
We are equipped to staff your business with 3 times as many sales reps, plus the systems, tracking, and training to go along with it, for only a fraction of the cost.
Here’s what you get:
Three (3) 8-Step Verified Sales Professionals
This will allow you to scale your existing team or build a team of high performing sales reps to scale your company quickly and with far less risk than any other alternative available. This is valued at whatever 2x your current top-line revenue is, because your gross sales volume will jump considerably within weeks of onboarding.
Kayvon’s 7-Figure Closer Sales Training System.
This will allow you to streamline the training of your new team, set a new standard of excellence, remove the outdated, pushy sales tactics from your team’s arsenal, and level up the performance of any existing sales team members. This is valued at $1,997.
A Custom-Tailored Sales Engine To Automate 100% of the management, tracking, and accountability for your new sales team.
This will allow you to track your sales team automatically, establish high levels of accountability, and put you in the cockpit of your new sales team to drive maximum performance. This is valued at $25,000. However, the real value of this sales engine is the cost savings of not having to invest 6 figures into a 3rd party CRM.
Three (3) Months of 2x/month Coaching Calls for your new sales team from Kayvon and our team of Elite Sales Trainers.
This will allow you to offload the task of coaching your team to greatness within your company by having Kayvon, our 7 figure master sales trainer coach your team for you. This is valued at $15,000.
Sales & Marketing Optimization Analysis to identify bottlenecks and Key Areas of Improvement to lower advertising costs, increase show rates, and maximize closing rates.
This will allow you to isolate profitable pockets of key improvements in your existing marketing and sales process to maximize your dollars per lead. This is valued at $5,000.
Instead of paying $25,000 per sales rep or investing over $100,000 in CRM sales software, we are offering this to you for only 1/7th of the other options.
All you need to do is click “Get A Price” to book your ‘right-fit’ call where we can assess your unique business needs.
Due to our mandatory probationary period for all sales professionals who pass through our 8-step process…
We can only offer this while we have available candidates on our virtual bench, and these superstars are placed with our partners on a first-come, first-serve basis.
So make sure you act now before the virtual bench of free-agent elite sales talent gets scooped up in the draft picks and starts raking in deals for someone else.
Important Update: Due to demand, the intense screening process, and limited talent pool… we are only able to place sales talent for 5-10 new clients per month out of the 150+ applications we receive each month.
Now because you are watching this video and reading this page intently, we are going to do something extremely special for the first 5 partners each month…
For a limited time, we are going to offer you the following bonuses if you act now to ensure your new (and any existing sales reps) have everything they need to succeed, and automate 100% of sales team management.
SIGN-ON BONUSES
1:1 Sales consultation with Kayvon with 3 call reviews and a revised script
Get your sales team up to speed to supercharge every opportunity on their calendars
This is paramount for ensuring your team is maximizing the ROI of the machine and Kayvon has been selling in the trenches with the top thought leaders in the coaching space for over 11 years and is responsible for more than $30 Million in sales
Kayvon is responsible for developing sales scripts that 10X’d their ROI with their sales teams for brands and thought leaders like College Shortcuts, Modern Millionaire, Tom Wang, Ecom Hub, Knowledge Source, Sophie Howard, Think And Grow Rich The Movie, Anthony Trucks, Mike Dillard, Jason Wojo, Carlolin Soldo, Tatian Londono, Mike Young, Fred Lam, Anik Singal, Full Stack Marketer, Joanie Dhillion, Forix Grid, Jackie Dixon, Beau Crabill, Best Case Leads, and more
Sales training system for your current team and new hires to 2x their closing rates
Get instant access to Kayvon’s coveted training program used to train our internal teams and clients around the world
Outsourcing System & Training Videos
So you can effortlessly and effectively offloading 100% of the system management to a virtual assistant for pennies on the dollar
Marketing Strategy & Traffic Audit by our own head of marketing.
Spent over $15M on Advertising across Facebook and YouTube platforms
Spent over $15M on Advertising across Facebook and YouTube platforms
Responsible for multiple 7-figure per month companies
Sales Conversion Engine Onboarding Training
Get a full walkthrough of your newly built custom sales engine to extract maximum profits from every ad dollar
Empower your management and staff to hire and lead others with precise accountability metrics
Sales Talent Retention Playbook
The no-holds barred playbook for retaining sales professionals to maximize your investment, prevent turnover, and keeping them engaged in selling your products and services at the highest level
Of course we back our pre-vetted sales talent with an unheard of guarantee.
We call it our $100k or 100 Day guarantee… meaning that if your new sales reps fail to close at least $100k in additional revenue or don’t work out in 100 days, we’ll replace them for you at no additional cost.
How can we do this?
92% of recommended hires from our process reach the top half of the sales force within their first 12 months… and stay there.
So you have nothing to lose, and a sales team of real, performance-based professionals ready to scale your business to gain.
%
So let’s summarize everything you’re getting when your application is accepted:
1. Three (3) 8-Step Verified Sales Professionals
a. This includes a full “Sales DNA” profile for each candidate to give you the insights you need to get each new team member to perform at their best in their first week and skip the typical 3 month window of trial and error
2. Kayvon’s 7-Figure Closer Sales Training System
3. A Custom-Tailored Sales Engine To Automate 100% of the management, tracking, and accountability for your new sales team
4. Three (3) Months of 2x/month Coaching Calls for your new sales team from Kayvon and our team of Elite Sales Trainers
5. Sales & Marketing Optimization Analysis to identify bottlenecks and Key Areas of Improvement to lower advertising costs, increase show rates, and maximize closing rates
PLUS These Bonuses:
1:1 Sales consultation with Kayvon with 3 call reviews and a revised script
Get your sales team up to speed to supercharge every opportunity on their calendars
This is paramount for ensuring your team is maximizing the ROI of the machine and Kayvon has been selling in the trenches with the top thought leaders in the coaching space for over 11 years and is responsible for more than $30 Million in sales
Kayvon is responsible for developing sales scripts that 10X’d their ROI with their sales teams for brands and thought leaders like College Shortcuts, Modern Millionaire, Tom Wang, Ecom Hub, Knowledge Source, Sophie Howard, Think And Grow Rich The Movie, Anthony Trucks, Mike Dillard, Jason Wojo, Carlolin Soldo, Tatian Londono, Mike Young, Fred Lam, Anik Singal, Full Stack Marketer, Joanie Dhillion, Forix Grid, Jackie Dixon, Beau Crabill, Best Case Leads, and more
Sales training system for your current team and new hires to 2x their closing rates
Get instant access to Kayvon’s coveted training program used to train our internal teams and clients around the world
Outsourcing System & Training Videos
So you can effortlessly and effectively offloading 100% of the system management to a virtual assistant for pennies on the dollar
Marketing Strategy & Traffic Audit by our own head of marketing.
Spent over $15M on Advertising across Facebook and YouTube platforms
Responsible for multiple 7-figure per month companies
Sales Conversion Engine Onboarding Training
Get a full walkthrough of your newly built custom sales engine to extract maximum profits from every ad dollar
Empower your management and staff to hire and lead others with precise accountability metrics
Sales Talent Retention Playbook
The no-holds barred playbook for retaining sales professionals to maximize your investment, prevent turnover, and keeping them engaged in selling your products and services at the highest level
However, due to demand, the intense screening process, and limited talent pool… we are only able to place sales talent for 5-10 new clients per month out of the 100+ applications we receive.
So these pre-vetted sales professionals are placed with new clients a first come, first serve basis.
We are also taking all the risk on your behalf with our $100k or 100 Day guarantee… meaning that if your new sales reps fail to close at least $100k in additional revenue or don’t work out in 100 days, we’ll replace them for you at no additional cost.
All you need to do is click the “Get a Price” button and book a time to speak with our experts.
Our process is a gauntlet where only the best survive. We've battle tested it on over 256,178 salespeople worldwide focusing on 4 core dimensions; The Will To Sell, Development Capabilities, Sales DNA, and Selling Competencies. Even before the first interview, our screening algorithm is fed the talents, capabilities, behaviors, values, and psychographics of every candidate. Your needs and our evidence-based system are merged to make sure you have the right people in the right seats guaranteed.
Desires
Desire shows you how badly a candidate wants to succeed in sales.
Desire shows you how badly a candidate wants to succeed in sales.
Commitment
Commitment is the #1 factor you MUST know. Commitment describes if the candidate is willing to do whatever it takes to be successful in sales.
Commitment is the #1 factor you MUST know. Commitment describes if the candidate is willing to do whatever it takes to be successful in sales.
Outlook
A candidate’s outlook breaks down how they look at themselves, their work, and the people they work with. People who are frequently between jobs lack a defined outlook. It is important to determine if the condition is chronic or temporary.
A candidate’s outlook breaks down how they look at themselves, their work, and the people they work with. People who are frequently between jobs lack a defined outlook. It is important to determine if the condition is chronic or temporary.
Motivation
It allows you to understand the candidate's motivation. Are they motivated by being part of something bigger, motivated by money, or being in service of others?
It allows you to understand the candidate's motivation. Are they motivated by being part of something bigger, motivated by money, or being in service of others?
Responsibility
This factor will show you if the candidate takes responsibility for any lack of results. Excuse-making doesn’t always seem obvious because they are rationalizing the results. Change doesn’t come until excuses stop.
This factor will show you if the candidate takes responsibility for any lack of results. Excuse-making doesn’t always seem obvious because they are rationalizing the results. Change doesn’t come until excuses stop.
Will To Sell
This is a combination of the candidate's commitment, desire, motivation, outlook, and lastly, responsibility.
This is a combination of the candidate's commitment, desire, motivation, outlook, and lastly, responsibility.
Coachable
A coachable candidate is one that understands that there is always room for improvement and is open to constructive criticism.
A coachable candidate is one that understands that there is always room for improvement and is open to constructive criticism.
Figure it out Factor
This determines how fast a candidate will ramp up and bring in business consistently.
This determines how fast a candidate will ramp up and bring in business consistently.
Longevity
It’s important for you to know the New Salesperson Return on Investment (NSROI) for hiring candidates. Knowing every candidate’s Longevity score is the first step in forecasting a reliable NSROI result. NSROI tells you how long a new salesperson must remain with your company for the time and monetary investments to produce an acceptable return.
It’s important for you to know the New Salesperson Return on Investment (NSROI) for hiring candidates. Knowing every candidate’s Longevity score is the first step in forecasting a reliable NSROI result. NSROI tells you how long a new salesperson must remain with your company for the time and monetary investments to produce an acceptable return.
Compatibility
This shows to what degree the candidate has experienced selling in the environment that we spect out in the real world.
This shows to what degree the candidate has experienced selling in the environment that we spect out in the real world.
Hunting
It is the ability to find new business and prospects.
It is the ability to find new business and prospects.
Reaching Decision Makers
This shows the attributes that help the salesperson get to the decision-makers.
This shows the attributes that help the salesperson get to the decision-makers.
Relationship building
Look at the individual's ability to build rapport quickly and establish long-term relationships.
Look at the individual's ability to build rapport quickly and establish long-term relationships.
Consultative Selling
It means asking good questions, listening, and following up with better questions.
It means asking good questions, listening, and following up with better questions.
Selling Value
This measures to what degree the candidate has the ability to sell value instead of price, and how they can compete with other companies that have lower prices than yours.
This measures to what degree the candidate has the ability to sell value instead of price, and how they can compete with other companies that have lower prices than yours.
Closing
This relates to how effective salespeople are at the moment of closing.
This relates to how effective salespeople are at the moment of closing.
Doesn't need approval
This shows you if the person needs or doesn’t need to be liked. Sometimes, this need will take precedence over making a meeting or making a sale.
This shows you if the person needs or doesn’t need to be liked. Sometimes, this need will take precedence over making a meeting or making a sale.
Stays in the moment
It is important to sell with a consultative approach by asking questions and actively listening. This shows you if the candidate can be “right here, right now” when talking to a prospect.
It is important to sell with a consultative approach by asking questions and actively listening. This shows you if the candidate can be “right here, right now” when talking to a prospect.
Supportive beliefs
These allow you to understand the way the candidate thinks. Do their supportive beliefs support the selling outcomes? If they don’t have supportive beliefs, they will sabotage the selling outcomes.
These allow you to understand the way the candidate thinks. Do their supportive beliefs support the selling outcomes? If they don’t have supportive beliefs, they will sabotage the selling outcomes.
Supportive buying cycle
The buying cycle describes the way a candidate goes about making a purchase for themself. There is a 100% correlation between how they make their purchases and the behavior they will tolerate from their prospects.
The buying cycle describes the way a candidate goes about making a purchase for themself. There is a 100% correlation between how they make their purchases and the behavior they will tolerate from their prospects.
Comfortable discussing money
Does the candidate have the ability to go in-depth into the prospect's finances and uncover where the money is? Can they figure out how much money can be spent and can come up with more money if none is available?
Does the candidate have the ability to go in-depth into the prospect's finances and uncover where the money is? Can they figure out how much money can be spent and can come up with more money if none is available?
Handles Rejections
This factor indicates how fast the candidate can recover from rejection.
This factor indicates how fast the candidate can recover from rejection.
In order for your organization to succeed and your sales team to thrive, your hires must align with the Sales Hiring Matrix. Miss any one of these five, and your new hire will underperform, miss targets, and cost you significant time, money, and resources. Toggle between each Sales Hiring Matrix below to learn more.
You not only have to select the right person for the job, with the skills experience and attitude you need so they can get the job done. You also must consider and make sure that the five key dimensions are aligned across the board.
Our hiring process guarantees that each candidate’s Values, Behavior, Culture, References and Aptitudes line up so you get your successful hire. Miss one of the key dimensions, and you’ll end up having to navigate Conflict, Frustration, Chaos, Anxiety, or Time Wasted.
Join The Sales Connection™ and tap into the #1 evidence-based sales recruitment system.
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