Flashy resumes will never compensate for this one character trait that is critical for success (in sales, and beyond): endurance. It can't be taught at an Ivy League, and it can't be developed mindlessly. It's intentional. It requires resilience. Hire people with endurance.

In the midst of the Great Resignation, top talent can be more selective. You want to make sure they're selecting you. Here are five actionable ways to attract and retain the best sales talent in the market.

You want to become part of this sales team, and questions immediately start rushing through your head. How do I prepare for this? What’s the format like? What if I fail or get a low score? Do I still stand a chance of being employed?

Sometimes it's hard to figure out if a sales candidate is actually qualified and not just skilled at interviewing. Here are questions and tactics you can use to discover if the candidate actually has what it takes to excel in sales.

You finally found the perfect candidate (or so it seemed). They flew through the interview process, had perfect answers for every question, and charmed their way into the sales position at your business.

A high performing sales team is invaluable to a growing startup. Winning the most promising candidates is a cutthroat battle.

Every hiring begins with a killer job description. Think about it: Before you can interview someone, you need to lure them in with a thoughtful and engaging job description, one that sparks their interest and earns you a second glance. But here’s the thing about job descriptions:

Startup recruiting is hard. The challenge is twofold: finding incredible talent and then making them want to join your team.