A Sales Hiring Process Case Study
Summary
- KLA Group filled a sales role using their structured sales hiring and assessment process.
- The new hire generated three qualified opportunities within five weeks, and closed their first sale on day 46.
- From job posting to first closed deal, the full hiring and ramp timeline was 81 days.
- Results were driven by clear role definition, sales assessments, structured interviews, and a defined onboarding plan.
Sales Process Hiring Results Unpacked
A KLA Group new sales hire generated three opportunities within their first five weeks, and closed their first sale on their 46th day with the company.
It wasn’t luck. KLA Group followed the same disciplined sales hiring process their sales trainers coach Sales Hiring clients to use.
KLA Group Relied on Their Proven Sales Hiring Process to Fill an Open Position
Working with clients and hiring internally proved to Kendra Lee, President of KLA Group, that when you follow a repeatable hiring process that leverages tools and assessments early on, you reduce hiring costs, quickly find the best candidates, and prevent bad hires.
The 5 Steps to Hiring Success
At the highest level, there are five steps businesses need to follow when filling sales positions, which is why KLA Group trainers coach businesses to:
- Develop an on-point and compelling job description
- Assess and interview candidates
- Identify realistic performance expectations
- Establish a comprehensive onboarding plan
- Demonstrate strong leadership before, during, and after the hire
Before Posting the Job, Lee Completed or Planned for Each Step
Lee went into the hiring process knowing exactly which sales role she needed to fill for KLA Group. From there she was able to easily develop a job description and realistic performance expectations. For onboarding, she used the plan KLA Group trainers use with clients who are adding new salespeople to their team.
Before posting the job, Lee worked with current team members on how they would help train the new salesperson on KLA processes, and fully welcome them into the company culture.
Lee also chose how she wanted to screen candidates before interviewing them.
KLA Group partners with Objective Management Group (OMG) and Lee used their flat-rate sales assessment for this position because it is a highly effective way to rapidly find qualified candidates.
From Job Posting to First Closed Sale in 81 Days
- Day 1: KLA Group posted an open sales position
- Day 22: the company extended an offer
- Day 35: the new salesperson started, exactly 5 weeks after the job posting went live.
- Day 81: the rep closed their first sale with a new client.
Process Powered the Accelerated Timeline
81 days after KLA Group first advertised the position, and 46 days into the new hire’s time at KLA Group, they closed their first client. This result would not have been possible without a strong process and screening tools, including the assessment which drastically reduced the number of candidates to review.
201 People Applied
Anyone who did not meet the criteria KLA Group set on Indeed was automatically removed from the list. This cut the number of applicants to review from 201 to 106.
41 People Completed the OMG Assessment
KLA Group leadership anticipated needing to evaluate multiple candidates and chose a flat-rate assessment. Ultimately, they invited 67 candidates to take the test, and 41 completed it. OMG graded everyone and gave a recommendation based on their score. Here are the results:
- Recommended: 14 (34%)
- Worthy of Consideration (WOC): 10 (24%)
- Not Recommended: 17 (42%)
Like they coach clients to do, KLA Group only seriously considered Recommended applicants.
4 Candidates Moved on to the Interview Stage
Everyone KLA Group interviewed had strong credentials. One was a clear culture and skill set match. KLA Group extended an offer to this candidate, and they accepted.
KLA Group’s Salesperson Started 35 Days After the Job Was Posted
Hiring is not a one-way street. Companies and candidates are looking for the best situation available.
If a company takes too long, a strong candidate will accept a position elsewhere. A clear process that uses tools to reduce the time to hire benefits everyone. This helped KLA Group zero in on who to consider and top-tier candidates remained engaged, including KLA Group’s first choice, who received and accepted the offer.
The Salesperson Closed a New Client on Their 46th Day with KLA Group
The assessment led KLA Group to a professional with the experience and potential to succeed. It did not cause their success. Their talent combined with KLA Group’s extensive onboarding process, hands-on training, and strong marketing contributed to an environment where a new sales hire could generate three qualified opportunities within five weeks of starting.
Even the best salesperson in the world will fail if they join an organization that is not prepared to support them.
Follow Process and Successfully Onboard a New Sales Hire
Before and after the hire, strong leadership created conditions for immediate performance. The right assessment tools narrowed the field. A structured onboarding plan accelerated readiness and led to KLA Group’s new salesperson generating three qualified opportunities within five weeks and closing their first sale in 46 days.
How to Hire the Right Salesperson at the Right Time
Explore KLA Group’s sales hiring and sales assessment services at klagroup.com to apply this proven process and help your next sales hire perform faster.
FAQs
1. What Are the Biggest Challenges in Hiring Top-Performing Salespeople?
The biggest challenges include relying heavily on resumes and interviews, moving slowly in a competitive hiring market, and lacking objective data to evaluate true sales capability.
Many companies also struggle with unclear role expectations and inconsistent onboarding, which increases the risk of bad hires.
2. What Is the Step-by-Step Process for Hiring Exceptional Sales Talent?
- Define the role and success metrics
- Use a sales assessment early and screen applicants against clear criteria
- Conduct structured interviews
- Set realistic performance expectations
- Execute a structured onboarding plan supported by leadership
3. When Do You Use a Sales Assessment?
KLA sales experts coach clients to use assessments early in the application process. You want candidates to complete it before you interview them because you do not want to fall in love with a candidate who is an exceptional interviewee but lacks the sales skills your position requires.
4. Should I Use Assessments to Hire Salespeople?
KLA Group recommends adding assessments because the evaluation:
- Reduces time to hire
- Cuts expenses
- Establishes a fair, repeatable process
- Mitigates the risk of hiring the wrong person
5. Are Assessments Expensive?
Sales assessments can be affordable if you choose the right partner. KLA Group partners with OMG and used their flat-rate option to evaluate 67 people.
KLA Group’s Sales Hiring Coaching services can help you set up a cost-effective assessment.
6. How Do I Reduce Bad Sales Hires?
KLA Group helps companies mitigate the risk of bad hires by coaching them to follow a structured hiring process that includes clear role definition, early-stage sales assessments, structured interviews, realistic expectations, and a comprehensive onboarding plan supported by strong leadership.
About KLA Group
KLA Group is a strategic sales consultancy and digital marketing agency based in the Denver, Colorado area. We’re passionate about helping small and midsize businesses build and expand their revenue engine. Our clients rely on us to deliver sales consulting, training, digital marketing, and AI-powered programs that drive sustainable growth. We bring both strategy and execution to every engagement. As a HubSpot Gold Partner, we offer added expertise to clients using the platform. Our global clients value our deep experience and the respect and joy we bring to every relationship.
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