About Us

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Get Sales Candidates was built from hands-on experience inside highly competitive sales environments.

Our background combines years of lead generation and digital advertising experience with direct experience around sales floors, interviewing sales candidates, and helping teams improve the way they attract and evaluate potential hires.

The candidate sourcing process we use today was first developed and optimized for real sales hiring needs in the Atlanta market before being offered as a service to other businesses.

That means the system was built to solve an actual staffing problem and not simply created as another recruiting product.

Successful lead generation and successful candidate generation share many of the same fundamentals.

In advertising, generating a large number of leads is not useful if they are unlikely to become customers. The goal is to identify the right audience, create interest, qualify the opportunity, and move the strongest prospects toward a conversation.

Sales recruiting works much the same way.

We apply experience in the following to the process of finding and engaging potential sales candidates:

• Audience targeting
• Lead-quality analysis
• Messaging and positioning
• Conversion optimization
• Funnel measurement
• Follow-up strategy
• Local market competition

Our focus is not simply on generating more applications. It is on creating more relevant hiring conversations.

Yes. Our experience includes hands-on involvement interviewing candidates for sales positions and working around sales organizations where staffing, turnover, performance, and hiring are everyday operational concerns.

We understand that a resume only tells part of the story.

Sales managers are often evaluating things such as communication ability, motivation, coachability, relevant experience, comfort with performance-based compensation, schedule expectations, and genuine interest in the opportunity.

That experience influences both who we choose to source and the optional screening and interview tools we provide to managers.

The process was initially built and refined while solving recruiting needs for sales teams in the Atlanta, Georgia market.

Instead of depending entirely on inbound job applications, we began proactively reviewing relevant resumes and professional profiles, identifying people whose experience appeared aligned with available sales positions, and inviting selected candidates to consider the opportunity.

The process was then optimized around real-world results:

• Which candidate backgrounds were worth targeting
• Which prospects were most likely to engage
• How the opportunity should be presented
• How to improve candidate response
• How to create a cleaner handoff to the hiring manager

That practical testing became the foundation of the service we offer today.

Our experience comes from environments where both customers and employees are highly competitive to acquire.

That matters because sales organizations often cannot wait until a position becomes urgent before thinking about recruiting.

We understand the need to continuously generate opportunities, measure quality, adjust targeting, and avoid wasting managers' time on poor-fit candidates.

That makes our model particularly well suited for organizations such as roofing companies, home-service businesses, door-to-door sales teams, retail sales organizations, and other businesses that need a repeatable way to maintain candidate flow.

Traditional recruiting firms often approach hiring primarily as a placement business.

Our approach starts from a candidate-generation and conversion mindset.

We combine proactive sourcing with the same principles used to generate and qualify high-quality business opportunities:

Find the right audience → create interest → identify meaningful engagement → move the opportunity forward → measure the outcome.

Clients can also add services such as candidate pre-qualification, interview scheduling, hiring-manager interview tools, job-posting optimization, and hiring funnel analytics depending on where their recruiting process needs the most support.

The result is a recruiting system designed specifically around how sales organizations actually grow and hire and not a generic one-size-fits-all placement service.

No.

Get Sales Candidates was not created as software for recruiters or as a white-label recruiting product.

The process was originally built to solve a problem we experienced ourselves: sales teams needed more relevant candidates, and traditional recruiting options were not consistently producing enough value for the cost.

We developed the sourcing process from the perspective of the business actually doing the hiring.

Today, we offer that same system directly to sales managers and business owners rather than adding another layer of recruiters between the client and the candidate.

Because we have been on the client side of that relationship.

We have hired outside recruiting help, paid substantial recruiting fees, and experienced firsthand how frustrating it can be when the candidates delivered do not justify the expense.

That experience influenced how Get Sales Candidates was built.

We wanted a model that:

• Creates an ongoing candidate pipeline
• Gives the client visibility into what is happening
• Keeps placement fees reasonable
• Allows businesses to choose how much recruiting support they actually need
• Focuses on generating relevant candidate conversations rather than simply filling a database

We built the service we would have wanted to buy ourselves.

Our experience extends beyond recruiting.

We have worked directly with sales organizations, sales managers, CRM systems, lead-generation campaigns, appointment processes, call handling, follow-up procedures, and performance reporting.

That gives us practical context for what a salesperson actually does after they are hired.

When evaluating a potential sales representative, we understand why things such as communication, follow-up discipline, comfort speaking with customers, appointment setting, CRM usage, responsiveness, and coachability matter.

A recruiter can understand a job description.

We aim to understand the workflow the salesperson is being hired to perform.

 Yes. CRM management and lead handling are a significant part of our background.

We understand concepts such as:

• Lead response
• Follow-up cadence
• Appointment setting
• Call handling
• CRM documentation
• Pipeline management
• Lead disposition
• Customer re-engagement
• Appointment confirmation
• Show rates
• Conversion tracking

That experience is particularly useful when sourcing sales representatives, appointment setters, inside salespeople, and BDC-style roles where success depends on much more than simply being personable.

Yes. Our experience with lead handling, CRM workflows, phone processes, and appointment generation makes these roles a natural extension of our sales recruiting work.

When sourcing or pre-qualifying candidates for these positions, we can structure the process around job-relevant characteristics such as:

• Phone communication
• Written communication
• Follow-up habits
• Appointment-setting experience
• CRM familiarity
• Comfort working lead queues
• Persistence
• Organization
• Schedule expectations

The hiring manager always makes the final decision, but we can help provide a more relevant group of people to evaluate.

We do not believe in using the same generic screening questionnaire for every sales position.

When Candidate Pre-Qualification is selected, the questions and scorecard are developed around the actual role and approved with the client before screening begins.

Our sales and lead-management experience helps us understand what practical questions may matter for positions involving:

• Inbound leads
• Outbound calls
• Face-to-face sales
• Appointment setting
• Door-to-door prospecting
• Commission compensation
• CRM follow-up
• Customer retention
• High-volume lead handling

Managers then receive the screening recording, transcript, summary, and question-by-question scorecard so they can make their own assessment.

We intentionally limit how many clients we take in a market.

Primary sourcing clients receive a 30-mile market exclusivity zone during the applicable engagement period.

That means we do not knowingly take on another primary sourcing client targeting substantially similar sales talent within that protected local area while the exclusivity applies.

This limits the number of clients we can accept in a market, but we believe that is the right tradeoff.

We would rather protect the integrity of a client's candidate search than maximize the number of accounts we can sell.

No, and that distinction is important.

Candidates remain independent people and are free to apply, interview, or accept employment wherever they choose.

What our exclusivity means is that we are not intentionally running the same local sourcing process for another nearby primary client competing for substantially similar sales talent during the protected period.

We cannot prevent a candidate from independently applying elsewhere.

What we can control is how we operate our own sourcing service.

Market exclusivity is the primary safeguard.

By limiting primary sourcing engagements within the same 30-mile area, we avoid intentionally working the same local candidate pool for multiple nearby clients simultaneously.

We also maintain sourcing records so we can understand which candidates have already been identified or engaged through an active client campaign.

The result is a model built around client-specific market coverage rather than repeatedly recycling the same candidate list.

No. The objective is relevant candidate conversations and not database volume.

The purpose of proactive sourcing is not to create the largest possible spreadsheet of names.

We review available resumes and professional profiles against the role and focus outreach on people whose background appears reasonably relevant to the opportunity.

Those prospects are then invited to consider the position.

Candidates who affirmatively express interest can be moved forward for manager follow-up, and clients who select Pre-Qualification can receive a much more detailed screening package before investing manager interview time.

Very. Our model is designed around measurable stages rather than vague statements that recruiting is “going well.”

Depending on the services selected, we can report on observable stages such as:

Candidates Sourced → Applications → Interested Candidates → Contact Information Captured → Pre-Qualified Candidates → Interviews Scheduled → Verified Hires

There are limits to what we can independently see. For example, we cannot reliably know whether a manager called a candidate unless the client reports that activity. We are also dependent on your HR team confirming who is hired and that they lasted the full 7 day grace period.

When data is unavailable, we would rather identify it as unavailable than pretend we can measure something we cannot.

Local candidate markets are finite.

The strongest results may occur when a market is fresh because there are more relevant people who have not yet seen the opportunity.

Over time, repeatedly contacting the same audience can reduce response quality and create unnecessary candidate fatigue.

When that happens, we may recommend adjust sourcing cadence, broaden appropriate search strategies, refresh messaging, or deliberately allow portions of the market time to reset.

We believe protecting candidate quality is more valuable than generating artificial activity simply to make a monthly report look busy.

Our pricing model is specifically designed to reduce that incentive.

The majority of our compensation comes from the ongoing sourcing subscription and not from a large traditional placement commission.

A qualifying hire currently generates a relatively modest $500 Success Fee.

That gives us an incentive to help produce real hiring outcomes without creating pressure to convince a client to hire someone simply because a large recruiter commission depends on it.

The hiring decision remains entirely with the client.

Because the two strategies solve different problems.

A job posting makes the opportunity available to people who happen to find it.

Proactive sourcing goes into the market and looks for relevant people who may never discover that posting on their own.

Our experience in advertising, lead generation, CRM management, call handling, appointment setting, sales operations, and actual sales hiring allows us to approach recruiting from the perspective of the business that ultimately has to turn a candidate into a productive salesperson.

That is the central idea behind Get Sales Candidates:

Do not just wait for more applications. Build more opportunities to talk with the right people.

Door-to-door sales requires a very specific combination of confidence, persistence, communication, resilience, and comfort with performance-based compensation.

Those are qualities that often do not show up clearly on a resume.

Our background in sales operations, lead handling, appointment setting, and high-pressure sales environments helps us understand the practical behaviors that matter in field sales roles.

For door-to-door teams, we can tailor sourcing and optional pre-qualification around job-relevant factors such as:

• Comfort approaching strangers
• Previous field or canvassing experience
• Ability to handle rejection
• Schedule flexibility
• Commission expectations
• Communication style
• Motivation
• Coachability

The goal is to help managers spend more time with candidates who understand what the job actually requires.

Yes. Roofing companies often compete for candidates with backgrounds in roofing, restoration, solar, home improvement, pest control, remodeling, insurance-related sales, and other outside-sales environments.

Our proactive sourcing process allows us to search beyond applicants who happen to find a roofing job posting.

We can identify relevant local prospects, invite them to consider the opportunity, and help move interested candidates toward the hiring team.

For roofing companies that need multiple salespeople, a common combination is:

Expanded or Priority Candidate Sourcing + Job Posting & Positioning + Interview Scheduling & Reminders.

Yes.

A strong inside salesperson is not automatically a strong field salesperson.

Door-to-door and roofing sales often require candidates to operate independently, manage rejection, work outside a traditional office environment, communicate face-to-face with homeowners, and stay motivated in a highly performance-driven compensation structure.

Our recruiting process can be adjusted to reflect those differences.

For field-sales positions, candidate sourcing and pre-screening can place greater emphasis on prior outside-sales experience, self-direction, schedule expectations, prospecting comfort, and realistic understanding of the role.

We do not believe every sales position should use the same candidate profile.

Yes. Recruiting only after demand increases can leave a roofing company trying to hire at the same time it should be focused on selling and completing work.

Our subscription model allows roofing companies to begin building candidate conversations earlier.

For companies preparing for storm season, expanding territories, or increasing sales capacity, we can increase sourcing intensity and combine it with:

• Job Posting + Positioning
• Candidate Pre-Qualification
• Interview Scheduling + Reminders
• Hiring Manager Interview Playbooks

The objective is to have recruiting activity already underway before staffing becomes an emergency.

Both lead generation and field sales recruiting require understanding how people move from initial contact to meaningful action.

Our background includes generating and qualifying business leads, managing CRM processes, improving call handling, appointment setting, and evaluating conversion performance.

That translates naturally into recruiting because we understand the behaviors salespeople are ultimately expected to perform after they are hired.

When evaluating a roofing or door-to-door candidate, we are not simply asking whether they have “sales experience.”

We understand why things such as persistence, follow-up, prospecting comfort, communication, appointment setting, CRM discipline, and willingness to work a performance-driven process matter.

That operational context helps us build a more relevant candidate profile than a generic recruiter working from a job description alone.