Last week, we brought together sales leaders from various industries for an evening of conversation and insights. Over dinner, we tackled hot topics in sales and recruitment, from graduate hiring strategies to mid-level recruitment challenges, and the ways AI is changing candidate assessment.
Here’s what came out of the discussions:
Graduate Recruitment: The Importance of Coachability
The evening kicked off with a question everyone related to: how do you identify graduates who’ll actually succeed in a sales role? The key theme was coachability.
One example that came up was assessment days. Candidates receive feedback early on in the day and are then assessed on how they implement it. The most revealing moments often happen in real time, a defensive reaction can tell you just as much as a receptive one.
There was also a strong agreement that graduates should be hired for specific, strategic reasons, not as a fallback when experienced hires don’t work out. The advice that resonated most: minimise hiring time, and maximise investment into onboarding. As one attendee put it, “hiring is just 5%, the tip of the iceberg.”
For graduate hires, early KPIs should be realistic. Long sales cycles mean revenue targets aren’t the best starting point. Instead, focus on activity metrics and small wins that build confidence gradually.
Mid-Level Hiring: The Ongoing Challenge
Once we’d covered graduates, the conversation naturally shifted to mid-level recruitment. We’ve all been there, someone interviews brilliantly, then day one arrives, and reality doesn’t match the person you met at the interview.
The discussion highlighted the reality of sales recruitment: some hires won’t work out, and that’s part of the process. Structured interviews, scorecards, and competency frameworks are essential, but instinct still plays a role.
One approach shared involved letting a couple of employees from other departments, picked at random, meet final-stage candidates, no agenda, just an assessment on cultural fit. It’s not scientific, but it’s effective for their organisation.
Ultimately, hiring mid-level sales talent is about balance: meeting technical requirements while judging the less tangible qualities that predict success.
CV Evolution in the AI Era
Next up: CVs. This sparked a great debate. Some attendees said they immediately reject AI-generated CVs based on spacing and formatting, while others argued that using AI effectively shows resourcefulness and preparation.
One perspective that shifted the conversation: an interview is a lot like a sales process. If candidates can’t research your company using AI tools and come prepared with thoughtful questions, how will they prepare for client meetings?
It’s less about whether using AI is “cheating” and more about effectiveness. Candidates who skip research aren’t demonstrating readiness, they’re showing poor preparation. Those who leverage AI to understand your business and prepare are demonstrating exactly how they’ll approach the role.
AI’s Impact on Sales and Recruitment
AI sparked both excitement and a little fear. Two patterns emerged: those who use AI to become busier without being productive, and those who use it to become more efficient by automating routine tasks to focus on high-value work.
The latter approach, cutting out what was referred to as “rubbish time”, was the gold standard. By freeing up time from repetitive admin tasks, salespeople can focus on strategy and meaningful conversations with prospects.
Mindset is key. Instead of asking, “Will AI take my job?”, the better question is, “How can AI help me do my job better?” Companies embracing this approach are already seeing AI improve prospecting, prioritisation, and workflow efficiency.
Process vs Intuition
This theme ran through every conversation. No matter the level your hiring sales professionals for, or how structured your hiring process is, there’s always a moment when everything looks perfect on paper but something feels off.
The consensus: use your process to guide candidates through the funnel, but trust your instincts when they’re telling you something important. Recruitment isn’t about removing the human element, it’s about making it smarter, more informed, and more effective.
Key takeaway
The evening reminded everyone of a simple truth: recruitment works best when structure meets instinct, and preparation meets adaptability. The human element will always be central, but pairing it with thoughtful processes, clear KPIs, and effective use of AI makes it far more powerful.
Want to join the conversation? Our next dinner is already in the planning stages. Because the best insights happen when we get away from our screens and actually talk to each other.
