How to Attract & Hire KPI-Smashing SMB Sales Experts

In the fast-paced world of SaaS, SMB sales experts are the unsung heroes driving growth, smashing targets, and building lasting customer relationships. But attracting and hiring these high performers? That’s a whole different ball game.

At Adaptive Tech, we live and breathe SaaS sales recruitment. We know what makes top SMB sales talent tick, and more importantly, what makes them say “yes” to your offer. Here’s how to stand out and secure the best in the business.

1. Know What “Great” Looks Like

Before you even post a job ad, get crystal clear on what success looks like in your SMB sales role. Are you looking for:

SDRs looking to make the next step?
Consistent quota crushers?
Experts in short sales cycles?
Pros who thrive in high-volume outreach environments?

Define the KPIs that matter most to your business, and build your candidate profile around them. The best candidates want to know exactly what they’re walking into, and what “winning” means at your company.

2. Craft a Job Ad That Sells (Not Just Tells)

Let’s be honest, most job ads are a snooze. If you want to attract top-tier talent, your job description needs to work as hard as your sales team does.

✅ Highlight the impact of the role
✅ Share real success stories from your current team
✅ Be transparent about targets, tools, and culture
✅ Use a tone that reflects your company’s personality

Remember: you’re not just hiring them, they’re choosing you too.

3. Speed Is Your Secret Weapon

Top SMB sales reps don’t stay on the market for long. If your hiring process drags, you’ll lose them to faster-moving competitors.

Streamline your interview stages
Give quick, constructive feedback
Be ready to make an offer when you find the right fit

A fast, respectful process shows candidates that you value their time, and that your company knows how to make decisions.

Let’s make hiring feel less like a process and more like a partnership.
Reach out to Adaptive Tech today and let’s find your next sales superstar.

4. Sell the Vision, Not Just the Role

High performers want more than a paycheck, they want purpose. During interviews, paint a clear picture of:

Where your company is headed
How this role contributes to that journey
What growth opportunities lie ahead

Show them how they’ll grow with you, not just for you.

5. Partner with Experts Who Get It

At Adaptive Tech, we specialise in connecting SaaS companies with sales talent that doesn’t just meet expectations, they exceed them. We speak the language of sales, understand the nuances of SMB vs. enterprise, and know how to spot the difference between a good rep and a great one.

If you’re ready to build a team of KPI-smashing sales pros, let’s talk. We’ll help you find the talent that drives results, and fits your culture.

Let’s make hiring feel less like a process and more like a partnership.
Reach out to Adaptive Tech today and let’s find your next sales superstar.

How to Retain Top Sales Talent in SaaS (Before Your Competitors Poach Them)

In SaaS, your sales team is your growth engine. Account Executives, BDRs, and Sales Leaders are the ones turning product potential into revenue reality. But in a competitive market, retaining top sales talent is just as important, if not more, than hiring them.

The best reps are always being courted. So how do you keep them engaged, motivated, and loyal?

Here’s how to build a retention strategy that keeps your sales stars on your team, and off your competitors’ radar.

1. Start with a Clear, Fair, and Motivating Comp Plan

If your comp plan is confusing, capped, or constantly changing, your reps will start looking elsewhere.

What works:

Uncapped commissions: Let them earn what they’re worth.
Accelerators: Reward overperformance with meaningful multipliers.
Clarity: Make it easy to understand and track progress.
Consistency: Avoid mid-year changes unless absolutely necessary.

2. Invest in Career Pathing (and Actually Follow Through)

Top performers want to grow. If they don’t see a future with you, they’ll find one somewhere else.

Map out clear paths to AE, Enterprise, Sales Leadership, or even cross-functional roles.
Promote from within whenever possible.
Celebrate internal mobility as a win for the whole team.

3. Build a Culture of Recognition

Sales is hard. Celebrate the wins, big and small.

Ideas:

Weekly shoutouts in team meetings
Leaderboards with real-time updates
Monthly awards for creativity, hustle, or teamwork
Public praise from leadership on Slack or LinkedIn

Recognition fuels motivation and loyalty.

4. Provide World-Class Enablement

Even the best reps need support. Enablement isn’t a one-time onboarding, it’s an ongoing investment.

Regular training on product updates, objection handling, and competitive positioning
Access to tools like Gong, Clari, and Sales Navigator
Coaching from managers who actually sell (or have sold)

When reps feel equipped, they perform and stay.

5. Offer Flexibility Without Sacrificing Accountability

The best reps don’t want to be micromanaged. They want autonomy and trust.

Embrace hybrid or remote work where possible
Focus on outcomes, not hours
Use data to guide, not control

Flexibility shows respect. And respected reps stick around.

6. Create a Feedback Loop That Actually Works

Retention isn’t just about perks, it’s about being heard.

Run regular engagement surveys (and act on them)
Hold skip-level 1:1s with leadership
Encourage open dialogue about what’s working, and what’s not

When reps feel like they have a voice, they’re more likely to stay.

7. Align Sales and Marketing (So Reps Aren’t Fighting for Leads)

Nothing frustrates a sales team faster than poor lead quality or misaligned messaging.

Hold regular joint planning sessions
Share feedback loops between SDRs, AEs, and marketing
Celebrate shared wins across both teams

Alignment = better pipeline = happier reps.

8. Make Equity and Ownership Part of the Package

Top reps want to feel like they’re building something, not just selling it.

Offer stock options or RSUs
Tie long-term incentives to company milestones
Be transparent about valuation and exit strategy

Ownership builds loyalty.

9. Promote a Healthy Sales Culture (Not a Burnout Factory)

High performance doesn’t have to mean high stress.

Encourage time off, and lead by example
Normalize mental health days and wellness support
Watch for signs of burnout and intervene early

A sustainable pace keeps your best people in the game longer.

10. Exit Interviews Are Too Late, Do “Stay Interviews” Instead

Don’t wait until someone resigns to find out why they’re leaving.

Ask your top reps what keeps them here, and what might make them leave
Use that insight to improve your culture, comp, and career paths
Make retention a proactive strategy, not a reactive scramble

Final Thoughts

Retaining top sales talent in SaaS isn’t about locking people in, it’s about giving them every reason to stay. When you combine fair compensation, clear growth paths, strong enablement, and a culture of trust and recognition, you create an environment where great reps thrive, and stick around.

Want help building a retention strategy that works? Let’s talk.

10 Tips to Hire the Top Business Development Representatives in SaaS

If you're a VP of Sales or a Talent Leader in SaaS, you know that Business Development Representatives (BDRs) are the engine of your pipeline. They’re the first touchpoint with prospects, the ones booking meetings, qualifying leads, and setting the tone for your brand. But the best BDRs? They’re already crushing quota somewhere else.

So how do you attract them? And more importantly, how do you convince them to join your team?

Here’s how to build a hiring strategy that speaks directly to what top BDRs care about.

1. Write a Job Description That Sells the Opportunity

Your job post is your first outbound message, make it count.

What to include:

Clear impact: Show how BDRs contribute to revenue and growth.
Career trajectory: Highlight the path to AE, Sales Ops, or Marketing.
Earnings transparency: Be upfront about base, OTE, and accelerators.
Tech stack: Mention tools like Outreach, Salesforce, Gong, and LinkedIn Sales Navigator.

2. Sell the Mission, Not Just the Role

Top BDRs want to believe in what they’re selling. Make your mission clear and compelling.

Why does your product matter?
Who are your customers?
What’s the big vision?

If they can’t get excited about your story, they won’t sell it.

3. Offer a Fast Track to Career Growth

Ambitious BDRs are looking for more than a paycheck, they want a launchpad.

Define clear promotion timelines.
Share success stories of past BDRs who became AEs or Sales Leaders.
Offer mentorship and coaching from senior reps.

4. Build a Compensation Plan That Rewards Hustle

Top BDRs are driven by results. Your comp plan should reflect that.

What works:

Uncapped commission
Bonuses for meetings that convert to pipeline
Team-based incentives to encourage collaboration

Keep it simple, fair, and motivating.

5. Create a Culture That Energizes

Culture isn’t ping pong tables, it’s how your team shows up every day.

What attracts top BDRs:

Recognition: Celebrate wins publicly and often.
Energy: A fast-paced, high-output environment.
Support: Strong enablement, clear goals, and responsive leadership.

6. Use Video and Social to Showcase Your Team

Top BDRs are digital natives. They’ll check your LinkedIn, Glassdoor, and careers page before applying.

Share team wins and behind-the-scenes content.
Post videos from current BDRs talking about their experience.
Highlight promotions and milestones.

Make your team look like a place they want to be.

7. Move Fast and Respect Their Time

BDRs are used to fast cycles. A slow hiring process sends the wrong signal.

Best practices:

Keep it to 2–3 stages max
Include a mock cold call or email task
Give feedback quickly and clearly

Speed shows respect and serious intent.

8. Hire for Coachability, Not Just Experience

Some of the best BDRs weren’t top performers on day one, they were just hungry to learn.

Look for:

Curiosity and grit
Strong communication skills
A growth mindset and openness to feedback

You can teach tactics. You can’t teach drive.

9. Partner with Recruiters Who Know SaaS

A generalist recruiter won’t cut it. You need someone who understands SaaS sales and knows how to pitch your opportunity to passive candidates.

A great recruiter will:

Qualify candidates before they hit your inbox
Sell your vision with credibility
Protect your brand in the market

10. Make Onboarding a Competitive Advantage

Hiring is just the beginning. The first 30 days determine whether a BDR ramps fast, or starts looking elsewhere.

What works:

Structured onboarding with clear milestones
Shadowing top reps and live call reviews
Early wins to build confidence and momentum

Final Thoughts

Hiring top BDRs isn’t about luck, it’s about strategy. When you combine a compelling opportunity with a fast, respectful process and a culture that supports growth, you’ll attract the kind of talent that fuels your pipeline and powers your sales engine.

Need help hiring top SaaS BDRs? Let’s talk.

How to Attract Top Enterprise Account Executives (Even from Your Competitors)

If you're a VP of Sales or an HR leader, you already know that Enterprise Account Executives are the driving force behind your biggest deals. They manage long sales cycles, build relationships with senior stakeholders, and close contracts that move the needle. But the best ones are rarely looking for a new job. They’re already winning somewhere else.

So how do you get their attention? And more importantly, how do you convince them to join your team?

Here’s how to build a strategy that speaks directly to what top performers care about.

Start with a Job Description That Sells

Think of your job description as your first pitch. It should be clear, engaging, and focused on what makes your opportunity better than what they already have.

Here’s what to include:

Real impact: Instead of listing tasks, describe the kind of deals they’ll be closing and the clients they’ll work with.
Earnings clarity: Be upfront about on-target earnings, accelerators, and how your top reps are performing.
Tools and support: Mention your sales tech stack and how your team is supported by marketing, SDRs, and operations.
Career growth: Show them where this role can lead. Whether it’s leadership, strategic accounts, or international expansion, make the path clear.

Offer More Than Just a Pay cheque

Top performers are motivated by more than money. They want to feel valued, challenged, and invested in.

Equity and Ownership

Offering stock options or company shares gives candidates a sense of long-term reward. It’s especially attractive to those who want to grow with the business and share in its success.

Career Pathways

Show that you’re thinking beyond the next quarter. Map out clear paths into leadership, enterprise strategy, or even cross-functional roles in product or marketing. Ambitious candidates want to know there’s room to grow.

Personal Development

Invest in their future. Offer executive coaching, leadership training, or access to industry events. These extras show that you’re serious about helping them level up.

Build a Commission Plan That Motivates

Your commission structure should be simple, generous, and designed to reward excellence.

What top reps look for:

Uncapped commissions: Let them earn as much as they can close.
Accelerators: Reward overperformance with higher multipliers.
Multi-year deal bonuses: Encourage long-term contracts and renewals.
Team incentives: Promote collaboration on complex deals.

Make sure your plan is easy to understand and consistent. Changing the rules mid-year is a fast way to lose trust.

Create a Culture That Attracts High Performers

Culture is more than perks. It’s about how your team operates and what it values.

Autonomy: Give your reps the freedom to run their territory like a business.
Recognition: Celebrate wins, both big and small, and do it publicly.
Support: Provide strong SDR coverage, marketing alignment, and sales enablement.
Transparency: Keep communication open and honest, especially around goals and performance.

Use a Confidential Partner to Reach Passive Talent

The best candidates are usually working for your competitors. That’s where a confidential recruiter can make all the difference.

We act as a discreet partner who can:

Approach top performers without raising alarms
Qualify interest before you ever get involved
Protect your brand and hiring strategy

This approach is especially useful when you’re targeting specific companies or industries.

Example Enterprise Account Executive Job Description

Enterprise Account Executive

Location: Hybrid (London or Remote, DE-Based)
Department: Sales
Reports to: VP of Sales
OTE: £180,000+ (Base + Uncapped Commission)
Equity: Included

About Us
We’re a fast-growing B2B SaaS company helping enterprise clients solve mission-critical challenges through innovative technology. Backed by top-tier investors and trusted by global brands, we’re scaling fast and looking for exceptional people to join us on the journey.

The Opportunity
As an Enterprise Account Executive, you’ll be responsible for driving new business across strategic enterprise accounts. You’ll lead complex sales cycles, engage with C-level stakeholders, and close high-value deals that directly impact our growth.

This is a high-impact, high-visibility role with the autonomy to shape your territory and the support to succeed.

What You’ll Do

Own the full sales cycle from prospecting to close across enterprise-level accounts
Build and manage a pipeline of strategic opportunities with deal sizes ranging from £100k to £1M+
Lead consultative sales conversations with senior decision-makers (CIOs, CTOs, COOs)
Collaborate with SDRs, marketing, and solutions engineering to drive pipeline and deal velocity
Accurately forecast and report on pipeline and revenue
Contribute to strategic account planning and expansion initiatives

What We’re Looking For

5+ years of experience in enterprise B2B sales, ideally in SaaS or tech
Proven track record of exceeding quota and closing complex, multi-stakeholder deals
Strong business acumen and ability to navigate enterprise buying processes
Excellent communication, negotiation, and presentation skills
Self-starter with a growth mindset and a passion for winning

What’s In It for You

Uncapped commission with accelerators for overperformance
Equity options so you share in the company’s success
Named strategic accounts and warm leads from SDRs
Clear career path into leadership, strategic accounts, or global expansion roles
Executive coaching and access to leadership development programs
Modern sales stack including Salesforce, Gong, Clari, and LinkedIn Sales Navigator
Supportive culture that values autonomy, collaboration, and recognition

Our Hiring Process

We respect your time and move quickly. Our process includes:

Intro call with Talent Partner
Interview with Sales Leadership
Deal simulation or strategy session
Final conversation with the VP of Sales or CEO

We aim to complete the process within two weeks.

Move Quickly and Respect Their Time

Top candidates won’t wait around. A slow or disorganized hiring process can cost you the deal.

Keep it simple:

Two to three stages is ideal
Include a real-world sales scenario or deal review
Be clear about timelines and give feedback quickly

Speed shows that you’re serious and respectful of their time.

Final Thoughts

Hiring an Enterprise Account Executive is not just about filling a role. It’s about bringing in someone who can drive revenue, build strategic relationships, and elevate your entire sales organization. With the right mix of incentives, career growth, and a smart, respectful hiring process, you can attract the kind of talent your competitors wish they could keep.