Stages of hiring

The Different Stages of Hiring

When it comes to hiring, Betts Recruiting knows quality is important at every stage.

Where are you in the hiring process?

As your company grows, you need different employees with different skills. Finding the right sales team can be challenging. Betts Recruiting can help find. We've worked with over 1,000 innovative companies throughout the US and Europe across all stages of growth. From startups to established companies, we understand the importance each role plays in an organization's development. Below, we've outlined the key hires for companies as they hit different growth marks and employee headcounts.

1-50 Employees

The first 50 employees at a company often fill many different roles, from marketing to sales to engineering. These employees are the foundation for a company's culture, work ethic, and vision. At this point in a company's development, organizations are looking to maximize revenue and brand awareness. The best way to do this is to hire quality Sales Development Representatives and Account Executives.

Sales Development Representatives are hired to source and bring on clients. SDRs dramatically increase lead generation, ramping up a company's ability to scale. They are typically the first point of contact and brand ambassadors to a potential client. These sales people need to be passionate about your product or service, hard working, and creative when it comes to sales. Selling a new idea takes an enthusiasm and diligence that not everyone has.

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To handle the influx of leads that SDRs generate, you'll also need to bring on Account Executives. These employees help manage the sales cycle, and nurture inbound prospects. Additionally, Account Executives help identify new opportunities and reengage old clients. As your sales pipeline increases, so does your need for managing potential customer's needs. Account Executives support SDRs and act as a resource for new customers that a growing company needs.

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51-100 Employees

At this point, your company has developed a client base. With over 50 employees, your focus isn't on solely drumming up business, but rather maintaining your working process. To handle this, you need to hire Marketing employees and find superior Customer Success Managers.

Marketing helps continue inbound leads and develop your company's brand identity. Taking on the responsibility of identifying where your company's brand, messaging, and competitive advantages. By increasing brand awareness, sales people don't need to waste time with company introductions before diving into benefits. Inbound leads can also identify passive potential candidates and new areas for SDRs to target.

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Following SDRs and Account Executives, Customer Success Managers are next in line in the hiring process. These employees work to encourage client retention, leading to more profitable client relations. They also ensure implementation goes successfully, and are able to discuss new sales with already established clients. They are a liaison between the client and a company's sales, development, and executive teams. Customer Success Managers capitalize on existing clients and help company's turn customers into advocates.

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101-151 Employees

With your company's consumer base expanding, your developers and founders will be hard pressed to answer every potential customer's question regarding your product or service's technical attributes. As you expand into larger markets, strategic roles, such as Sales Engineers and Sales Operations Managers, help optimize your sales process and educate your clients on the benefits of your product.

Sales Engineers and Sales Operations Managers work between your company's sales team and product development team. Sales Operations Managers map out territories, define quotas, as well as explain specs and parameters. These strategic positions help fill technical holes created by expansion. While the founder and chief engineer previously handled all technical questions, Sales Engineers take over this relationship with potential customers and established clients. Sales Operations Managers help manage the company's growing database of clients, contacts, and other sales metrics; operations employees allow company's to learn from their successes.

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151-200+ Employees

At this point in your company's growth, you're going to need to invest in strong leadership. Having qualified managers can help keep large teams on track and efficient. Sales Leaders, Marketing Leaders, and other Director level positions become more important as you increase role specialization. Concentrated teams require management with knowledge in focused fields and a road map to develop the team further.

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Additionally, companies at this level of growth also consider expanding into remote offices. These second headquarters need managers that understand a company's culture and passion, and can communicate these points to your employees. Strong leadership ensures your company is utilizing its employees and not hiring just to hire. Avoid the mindset of "filling seats" because you need to grow and find employees who are additive to your company. Having dynamic management holds every employee accountable and encourages professional growth internally.

No matter where your company is in the hiring and scaling process, Betts Recruiting has the tools and experience to
find you the right employees at the right time.

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