Another characteristic that gives clients reassuring clarity is that we only do B2B sales recruitment. Business-to-business selling is what we know and what we concentrate on. There’s another specialism.

As a rule, we specialise in B2B sales recruitment, training and coaching for certain sectors. Typically, these are business areas without high sales team attrition. And where salaries for sales jobs are sufficiently large that our recruitment fee doesn't appear disproportionate. Think about sales positions with annual salaries exceeding £20k, plus car and benefits and significant annual OTE. You’ll have a pretty good idea of where our services come into their own.

Here’s a representative selection of the sales recruitment areas that we consider ideally suited to our skills and experience:

• Manufacturing
• Engineering
• Medical sales (but generally not pharmaceutical sales)
• Financial services
• IT & technology

These are only for guidance. As can-do recruiters, we’re always keen to discuss your recruitment challenge and target markets. Do you need a new sales executive for North West England or an internal salesperson for London and South East England? If we can help and are confident that our capabilities match your requirement, we’ll tell you.

Because we only invoice when we've successfully filled your vacancy, we won’t waste your time if we don’t think we'll be successful. If that’s the case, we may be able to recommend another company that might be able to help.

And so to the type of candidates that we specialise in. Our specialism is graduate sales recruitment – typically not recent graduates but graduates with at least a couple of years’ real-world experience. Their experience may have been gained in sales, or in an entirely different field. The important thing is that they’re suitably motivated for a professional sales position. And that they have the right character and personal attributes. From experience, we know that if they have these, specific sales skills can be successfully taught and supported with ongoing coaching and mentoring. It’s a lot easier to instil sales skills where someone has the right attitudes and character than the other way around…

So how do we make sure our graduate sales candidates have the attributes required for success in your sales jobs?

We get to know your ideal graduates for six to eight hours

For a start, we don’t use CVs for initial screening. Secondly, we always meet our graduate-level candidates. Not just at a conventional sales recruitment interview either, but at a specialist sales awareness day at our Gloucestershire offices.

This complements the phone contact we have with candidates. By the time we put someone forward for your sales job, we’ve interacted with them for between six and eight hours. We do this on the phone, face to face in groups of six or seven people and in one-to-one meetings.

Traditional methods don’t work; ours do

That’s right, only a handful of carefully screened graduate candidates attend each of our graduate sales awareness days. We don’t agree with the ‘cattle market’ approach to graduate recruitment used by so many recruiters. Bringing together 30 to 50 graduates, then picking two or three before dismissing the rest isn't good for you or us. Nor is it respectful to graduates. Most importantly, in our experience it simply doesn’t work and isn’t good practice. So we do things our way and clients love the results we achieve. So do our graduates, who often go on to become clients…

Because we use this method, we build a high-quality pool of pre-assessed graduates (typically several hundred, depending on the vacancy). We can also accurately match graduates to your sales requirement, which gives a high success rate.

Because we know each candidate well, we can put them forward with confidence and de-risk your graduate recruitment. By the way, when we recruit for any graduate job, we don’t ask for up-front payment or retainers. And you don’t pay us until we’ve met your graduate recruitment brief. We also offer a free replacement service (for an agreed period) to cover the unlikely possibility that any of our candidates leaves your organisation.