Growth should shift your sales hiring strategy.

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As your company changes stages, your hiring strategy needs to change with it.

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Here’s what that shift looked like at a Series C company:

At Series C, pressure shifts from building a sales motion from the ground to scaling one. When companies hit late-stage growth, hiring stops being about finding people who can grind, wear multiple hats, and figure things out as they go. It becomes more about finding people who can execute within their specific lane.

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Earlier this year, we partnered with a company in the tech real estate space that had just raised their series C. They were sitting at $80M ARR and are on a path to hit $100M ARR by 2026.

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The company shifted, so the hiring profile had to change too.

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They had recently expanded their core product offering to a broader suite, which shifted what the AE role required. The old hiring profile no longer matched the day-to-day reality and they needed a specific kind of seller.

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They needed:

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• a high output, pure hunter
• someone okay with no inbound or SDR support
• ability to work with SVP who moves quickly
• cold calling skills > closing skills
• adaptability with new tools and automation

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What we searched + screened for:

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• comfortable with sustained outbound volume
• can work in a fast, demanding culture
• ability to win in a pure sales role
• actually wants to cold call and demo

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As their company stage was shifting, their job profile and recruiting strategy needed to shift as well. Within 2 months, they were able to hire 8 AEs - all aligned with the pace, expectations, and reality of the job.

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💡 TL;DR:

Scaling can break old hiring processes or tactics. The AE profile that worked at Series A likely won’t work at Series C.

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