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

I often talk about sales hiring with B2B startup founders who are beginning to see success. They've developed their product to a point where the few customers they have keep using it regularly. Their retention rates are okay and they have early signs of revenue growth.

Most startups suck at outbound sales recruiting. They either recruit too early, or too late. Too aggressively, or too passively. They pursue the wrong candidates, or no candidates at all (fyi: good salespeople are not going to come to you).

If you're faced with the challenge of developing a commission structure for your first sales hire as a startup, there are two very different ways you can go about it.

How to find the best sales talent for your cash-strapped startup? Hint: it’s not where 90% of entrepreneurs search.

When startup founders decide to hire their first salesperson, they try to assess the risks involved in changing their engineering-focused culture by bringing in someone for sales.They know what the upside could be, but wonder what the downside of making their first sales hire might look like.