Digital tools and technologies continue to disrupt both industries and job functions.

As it relates to generating revenue, digitalization has had a great impact on the role and competencies of both marketing and sales talent in B2B companies.

While revenue growth is a company-wide responsibility, your sales and marketing leadership and teams remain on the front lines of finding, winning and keeping customers.

The revenue capture process that many companies have operated with for a very long time has been completely disrupted by the new buyer’s journey (fueled by an abundance of information and ease of access).

Adapting to this new environment, organizations are accelerating capabilities in both established and new functional areas, including:

  • Sales
  • Business development
  • Content marketing
  • Inbound marketing
  • Sales enablement
  • Customer success
  • Demand generation
  • Research and insight development

Talented professionals that perform well in this new environment are not easy to find.  There is a very good chance that the tools and processes behind today’s most successful revenue generators were not taught in their formal learning environment.

In this new normal, job candidates with a penchant for team contribution, learning and adaptability should be identified during the recruiting process.  The assessment process must extend well beyond the experience and success communicated in a resume. Past performance is no guarantee of future success. And your recruit must fit well within the existing team dynamic.

High potential candidates are most likely highly engaged and gainfully employed. Not looking thru job postings/boards.

Universe

Building talent-based competitive advantage must start with a commitment to the search process.

I look forward to working with you build your industry-leading sales and marketing team.

 Exceptional Talent….. Well Placed

More on the search engagement here