Sales Compensation
for Results
Empowering Your Day-to-Day Success!
Exclusive Access for SalesComp'24 Attendees
Sales Comp'24 attendees get early access to SalesGlobe Sage, our custom GPT tool designed to provide personalized insights. Sign up to receive the GPT tool and be notified when the program launches.
Get notified for early access to Sales Compensation for Results!
A best practice program of content, learning, and tools to make your team better sales compensation problem solvers.
Welcome to the Sales Compensation for Results Program! Sales compensation is one of the organization’s strongest connections between its goals and front-line sales results. It’s also one of the largest costs the company has. So, getting it right to get results is critical.
In this engaging program of content, learning, and tools, Mark Donnolo, CEO of SalesGlobe and author of the books What Your CEO Needs to Know About Sales Compensation and Quotas- Design Thinking to Solve Your Biggest Sales Challenge, takes you on an enlightening adventure to evaluate, design, and implement sales compensation programs for your organization that will get the results you need.
Our mission is not just to help you assess and design sales compensation, but to help you become a better Sales Compensation Problem Solver. Mark uses an educational and entertaining blend of models, examples, data, video, and stories to accelerate your knowledge, change the way you think about sales compensation, and prepare you to create positive impact for your organization.
The program covers problem solving, plan assessment, plan design, quotas, implementation, and communication. The Sales Compensation for Results learning, tools, and insight will enable you and your team to work at a higher level of sales compensation problem solving.
The program includes
- Video learning content
- Online tools
- Best practices
- Tests to credentialize your team
- The SalesGlobe Sage AI tool
- Ask SalesGlobe live consultation
Take a Sneak Peek
Our Comprehensive Process
Client Consultation
Engage in an in-depth discovery conversation with the client to understand their organization, specific needs, requirements, and expectations for the executive role. We recognize that each role we fill is unique to the organization and in addition to a track record of success, we seek to understand your organization from the current challenges you are facing, to your goals and your culture to ensure we find you a candidate that can step in and get you the outcomes that you expect.
Role Definition & Position Profile
Develop a comprehensive profile outlining the core responsibilities, qualifications, and key success factors for the target position, ensuring alignment with the client's organizational objectives and success criteria.
Research & Identification
Using our expertise, partner with client to establish the search strategy. This can include anything from attending events, calling on our network and referencing our current talent inventory.
Candidate Assessment
Evaluate the identified candidates through a combination of interviews, assessments, and referrals and reference checks to gain insights into their experience, expertise, leadership abilities, and fit.
Shortlisting & Presentation
Present a curated shortlist of the most suitable candidates to the client, providing evaluations and justifications for each recommendation.
Client Interviews & Selection
Liaise with short-listed candidates and client to prep for initial client meetings and throughout the selection process until offer.
Our Comprehensive Process
Client Consultation
Engage in an in-depth discovery conversation with the client to understand their organization, specific needs, requirements, and expectations for the executive role. We recognize that each role we fill is unique to the organization and in addition to a track record of success, we seek to understand your organization from the current challenges you are facing, to your goals and your culture to ensure we find you a candidate that can step in and get you the outcomes that you expect.
Role Definition & Position Profile
Develop a comprehensive profile outlining the core responsibilities, qualifications, and key success factors for the target position, ensuring alignment with the client's organizational objectives and success criteria.
Research & Identification
Using our expertise, partner with client to establish the search strategy. This can include anything from attending events, calling on our network and referencing our current talent inventory.
Candidate Assessment
Evaluate the identified candidates through a combination of interviews, assessments, and referrals and reference checks to gain insights into their experience, expertise, leadership abilities, and fit.
Shortlisting & Presentation
Present a curated shortlist of the most suitable candidates to the client, providing evaluations and justifications for each recommendation.
Client Interviews & Selection
Liaise with short-listed candidates and client to prep for initial client meetings and throughout the selection process until offer.
Success in Focus
“
The hiring team was extremely supportive and engaged in the hiring process. They were focused on successfully matching the needs of the business with the needs of the candidate to achieve the best possible outcome and provided actionable feedback and recommendations to keep the process smoothly running.
”
- Colin Smith
How Can We Help You?
Contact us and see how our industry expertise can help you achieve your business goals.
Client Consultation: Engage in an in-depth discussion with the client to understand their organization, specific needs, requirements, and expectations for the executive role.
Frequently Asked Questions for Executive Search
1What does a global sales-focused executive search firm do?
A global sales-focused executive search firm acts as a strategic partner for organizations seeking to hire high-performance sales leadership. SalesGlobe’s deep level of expertise, networks and industry knowledge help clients attract and secure top talent, contributing to the achievement of sales targets and business growth.
2How does Sales Globe’s executive search practice differ from traditional executive search?
SalesGlobe’s Executive Search and Traditional Executive Search firms both strive to fill senior level job vacancies, with the differentiator being the method and approach SalesGlobe takes to ensure the right candidate is placed into the right role. Below are a few of the differences between SalesGlobe’s Executive Search vs Traditional Executive Search firms:
Role Fit – Traditional search firms bring in candidates from all functional areas and typically do not have a deep knowledge of sales strategy and sales enablement. Unlike Traditional firms, SalesGlobe’s Executive Search brings the experience and depth of understanding for these requirements in these areas and can provide this lens on behalf of the client as we look for talent in the market.
Candidate Pool – While traditional recruiting firms typically focus on those actively seeking new opportunities our search practice combines both an existing vetted candidate pool along and proactively seeks out referrals and individuals within our network who we believe could be the right fit for your company.
Our Recruiters and Placement Consultants – Our team conducting search are experienced sales effectiveness consultants who work with clients. Our experienced team not only calls on potential candidates, but we actively seek them out at industry and sales focused events. We seek out your next hire at the places where we know they will be.
Depth of Assessment - involves a comprehensive assessment process by not only evaluating the resume but also by conducting thorough interviews and evaluations of the candidate to ensure proper fit as it relates to culture, leadership style and long-term business goals.
Relationship – At SalesGlobe, we often have long standing relationships with our clients and have a thorough understanding of their business, strategic initiatives as well as company culture.
Role Fit – Traditional search firms bring in candidates from all functional areas and typically do not have a deep knowledge of sales strategy and sales enablement. Unlike Traditional firms, SalesGlobe’s Executive Search brings the experience and depth of understanding for these requirements in these areas and can provide this lens on behalf of the client as we look for talent in the market.
Candidate Pool – While traditional recruiting firms typically focus on those actively seeking new opportunities our search practice combines both an existing vetted candidate pool along and proactively seeks out referrals and individuals within our network who we believe could be the right fit for your company.
Our Recruiters and Placement Consultants – Our team conducting search are experienced sales effectiveness consultants who work with clients. Our experienced team not only calls on potential candidates, but we actively seek them out at industry and sales focused events. We seek out your next hire at the places where we know they will be.
Depth of Assessment - involves a comprehensive assessment process by not only evaluating the resume but also by conducting thorough interviews and evaluations of the candidate to ensure proper fit as it relates to culture, leadership style and long-term business goals.
Relationship – At SalesGlobe, we often have long standing relationships with our clients and have a thorough understanding of their business, strategic initiatives as well as company culture.
3Can you describe the SalesGlobe executive search process for executive sales positions?
SalesGlobe’s executive search process including the following:
Discovery – the first step is to educate ourselves by gaining an understanding of the client’s needs and priorities. Therefore, we interview client stakeholders to include the hiring manager, HR leadership and other executives to gain an understanding of the client’s business objectives, company culture and attributes of the desired candidate. In addition, we work alongside the client to develop the job description as well as an equitable and competitive compensation package.
Identify – We utilize various resources such as our database of existing relationships, client input, direct competitors, events, conferences etc. to compose a long list of potential candidates.
Inform – Once SalesGlobe has crafted a list of the top potential candidates we then contact each potential candidate to discuss the opportunity in relation to their interests and aspirations. Once engaged we work to build a relationship based on trust with each candidate by clearly discussing the opportunity as well as the company culture and any current or future challenges of the role as well as the company.
Target and Affirm - As SalesGlobe receives interest from potential candidates we conduct virtual and/or in-person interviews. During the behavioral based interviews, SalesGlobe works to assess the candidate’s fit for the challenges faced by the client. We gauge relevant expertise, industry acumen, leadership capabilities, adaptability, and potential for growth in their roles. In addition, senior consultants from the SalesGlobe team may be pulled in to participate during the candidate assessment process, providing technical assessments in critical sales areas and thus providing a diverse perspective on the candidate’s fit with the organization’s culture and objectives.
Present – Once candidates have been vetted, we present the top candidates to the client. We provide the client with the candidate information to include a resume detailing their experience and skills as it relates to the opening. In addition, we provide detailed compensation requirements as well as our assessment of the candidate’s leadership style and fit within your organization.
Survey – Upon completion of the search and placement of the candidate we conduct client/candidate surveys to improve and refine our search process.
Discovery – the first step is to educate ourselves by gaining an understanding of the client’s needs and priorities. Therefore, we interview client stakeholders to include the hiring manager, HR leadership and other executives to gain an understanding of the client’s business objectives, company culture and attributes of the desired candidate. In addition, we work alongside the client to develop the job description as well as an equitable and competitive compensation package.
Candidate Interview Guide – Based on the interview with the client SalesGlobe also develops an interview guide with questions to gauge candidate fit, acumen and leadership style.
Identify – We utilize various resources such as our database of existing relationships, client input, direct competitors, events, conferences etc. to compose a long list of potential candidates.
Inform – Once SalesGlobe has crafted a list of the top potential candidates we then contact each potential candidate to discuss the opportunity in relation to their interests and aspirations. Once engaged we work to build a relationship based on trust with each candidate by clearly discussing the opportunity as well as the company culture and any current or future challenges of the role as well as the company.
Target and Affirm - As SalesGlobe receives interest from potential candidates we conduct virtual and/or in-person interviews. During the behavioral based interviews, SalesGlobe works to assess the candidate’s fit for the challenges faced by the client. We gauge relevant expertise, industry acumen, leadership capabilities, adaptability, and potential for growth in their roles. In addition, senior consultants from the SalesGlobe team may be pulled in to participate during the candidate assessment process, providing technical assessments in critical sales areas and thus providing a diverse perspective on the candidate’s fit with the organization’s culture and objectives.
Present – Once candidates have been vetted, we present the top candidates to the client. We provide the client with the candidate information to include a resume detailing their experience and skills as it relates to the opening. In addition, we provide detailed compensation requirements as well as our assessment of the candidate’s leadership style and fit within your organization.
Survey – Upon completion of the search and placement of the candidate we conduct client/candidate surveys to improve and refine our search process.
4What industries and markets does SalesGlobe specialize in for sales executive searches?
SalesGlobe works across industries, and anywhere you need a sales leader, we can find the right fit.
5Can SalesGlobe support the onboarding and integration of newly appointed sales executives?
As part of an additional service, SalesGlobe can seamlessly support the onboarding and integration of newly appointed sales executives through various methods including but not limited to:
Onboarding and Executive Coaching – SalesGlobe assigns an experienced resource that has been part of the process to quickly get your new hire up to speed. From sales process to the people, we can answer their questions and share industry best practices.
Shadowing and Field Experience – SalesGlobe arranges for newly appointed sales leaders to shadow experienced sales representatives. This allows the new leader to gain an understanding of the sales team, customer interactions and valuable insights and practical knowledge.
Collaboration and Team Integration – SalesGlobe encourages newly appointed sales leaders to immediately begin getting to know their new team via one-on-one meetings as well as team building activities. This allows them to foster an environment where colleagues can grow and learn from each other. We can work with them to help prepare them for these key meetings based on the information that we learn about your company.
Onboarding and Executive Coaching – SalesGlobe assigns an experienced resource that has been part of the process to quickly get your new hire up to speed. From sales process to the people, we can answer their questions and share industry best practices.
Shadowing and Field Experience – SalesGlobe arranges for newly appointed sales leaders to shadow experienced sales representatives. This allows the new leader to gain an understanding of the sales team, customer interactions and valuable insights and practical knowledge.
Collaboration and Team Integration – SalesGlobe encourages newly appointed sales leaders to immediately begin getting to know their new team via one-on-one meetings as well as team building activities. This allows them to foster an environment where colleagues can grow and learn from each other. We can work with them to help prepare them for these key meetings based on the information that we learn about your company.