SRU

SRU DFY Recruiting & Onboarding Solutions for Commission-Based Sales Organizations We Will Recruit 5-15 Sales Reps For You Every Single Month!

About Sales Recruiting University

We specialize in high-volume commission-based sales recruiting. For more details please contact us at (949) 933-0543 or email us at [email protected]

09/04/2026

Top sales reps aren't comparing your pay plan. They're comparing your entire opportunity to the best one on the market.

Picture two options. Opportunity A has 50+ reps making six figures, offices across the country, a clear path into leadership, a setter program feeding leads to closers, and training pay for the first 90 days. Opportunity B has a handful of reps, a shaky online presence, mixed reviews, and a straight self-generate-and-close door-to-door role.

An experienced rep looking at both isn't weighing job descriptions. They're weighing proof. Opportunity A shows them people who already made it. Opportunity B asks them to take it on faith.

Nine times out of ten, the proven rep chooses A — not because the pitch was better, but because their confidence in personally succeeding there is exponentially higher.

If you're building Opportunity B without realizing it, your job ad, your reviews, and your proof of past success are the first places to look.

Pull up your last five job applicants and ask what proof of success they saw before they applied.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

What's harder for you right now: getting applicants, or getting proven ones?

09/04/2026

Most candidates say yes to the wrong job because nobody asked the right questions first.

Before you ever pitch your opportunity in a one-on-one interview, you need three answers: what they already liked about you from the group presentation, what's been missing from their past jobs, and what their personal, professional, and financial goals actually are.

Skip that step, and you're just pitching features. A candidate hears a generic sales pitch and makes a generic decision — which means they can talk themselves out of it just as easily.

Here's the shift: once you know what they liked, what they've been missing, and what they're chasing, you don't sell the opportunity anymore. You show them that what they liked will benefit them directly, that what they were missing won't happen here, and that their specific goals get hit if they do X, Y, and Z.

That specificity is what makes the decision feel real instead of theoretical — and it's why their confidence about moving forward jumps in that one-on-one.

Try this on your next interview: ask what they liked about your opportunity, what's missing from their current one, and what they actually want out of the next 12 months. Then build your pitch around their answers, not your script.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

What's one question you wish you asked before a candidate's last interview?

09/03/2026

Recruiting 24-36 sales reps in 90 days sounds like a full-time job. It doesn't have to be.

Most founders assume hiring 5 to 10 solid reps means personally running every step: writing ads, sourcing applicants, screening resumes, coordinating interviews, and then actually interviewing everyone. That's easily 15-20+ hours a week if you're doing it alone.

The time drain isn't the interviewing. It's everything before the interviewing. Advertising, administrative screening, and scheduling eat most of the hours — and none of that requires you personally.

Here's what it looks like when those steps are handled for you. Our average door-to-door client only shows up for group interviews (20-30 minutes) and final interviews (30 minutes each): a couple group interviews and 5-10 finals per week. That's about 5 hours weekly. Over 90 days, that pace produces 24-36 sales reps recruited, and at a 20%+ retention rate, 5-10+ retained reps — usually with one or two standouts in the mix.

Same hiring goal. A fraction of the hours.

Before your next hiring push, track exactly how many hours you spend on ads and screening versus actual interviewing. That number will tell you where your time is really going.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many hours a week are you currently spending on recruiting?

09/03/2026

You can train skills. You can't train excitement.

Most one-on-one interviews with sales candidates focus on can they sell. Fewer founders spend real time on do they actually want what we're building.

That's a mistake. A rep can nail every objection-handling question and still be gone in four months if they were never bought into the mission in the first place.

The interview isn't just there to confirm capability. It's there to test conviction — does this person get genuinely energized talking about where the company is headed over the next 5-10 years? Do their instincts line up with how your team actually operates, not just what they say when asked "what are your values?"

You won't know for certain until you see it play out on the job. But the signs are there in the room, if you're actually listening for them instead of just scoring their pitch.

Before your next interview, write down two questions specifically designed to surface whether a candidate is excited about your company's direction — not just whether they can sell.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

What's harder for you to gauge in an interview: skill or genuine buy-in?

09/02/2026

Your group interview is probably backwards.

Most founders open their sales presentation with comp plans, quotas, and expectations. Then they wonder why candidates seem lukewarm by the time they get to the exciting parts.

The problem isn't your opportunity. It's the order you're presenting it in.

Culture, industry, and company story should come first, not last. By the time a candidate hears comp and quota, they should already be thinking "this is different from every other opportunity I've looked at." Save the unsexy details, structure, expectations, day-to-day, for after you've earned their attention.

Look at your last group interview or presentation. Write down the order of topics. If comp comes before your company story, you're front-loading the part every competitor also offers and burying the part that actually sets you apart.

Need help building a sales recruiting process that actually attracts top talent?
Schedule a Sales Recruiting Planning Call: https://getsru.com/application

What's the first thing candidates hear in your group interview right now?

09/02/2026

Only 5 companies would get an immediate "yes" from me.

If I were shopping for a door-to-door sales opportunity today, I've worked with over 1,300 companies in this space. Out of all of them, there are only 5 I'd reach out to immediately, no questions asked.

That doesn't mean the other hundreds don't have solid opportunities. It means those 5 have built something provable: strong sales programs, strong brands, reps who are actually making money, and the financial backing to support it.

The problem isn't that founders can't recruit. It's that most are trying to recruit like a top 10% sales force before they've built the proof points that make a rep say yes with confidence.

Talent doesn't chase potential. It chases evidence.

List the three things a top rep could verify about your opportunity in the first conversation, comp, brand reputation, rep earnings. If you can't back them up yet, that's your real recruiting problem, not your job posting.

Need help recruiting and scaling your commission-based sales team?
Schedule a Sales Recruiting Planning Call: https://getsru.com/application

What would a top rep need to see from your company before saying yes?

09/01/2026

Most founders think their hiring problem is finding candidates. It's actually math.

Recruit 2 reps, keep 1. That's a good outcome. Recruit 10, keep 1, and you're on the rough end of average. Most small business sales teams land somewhere around a 20-33% retention rate over 90 days, meaning you often need roughly 5 reps hired just to get 1 who sticks and ramps to quota.

Run the math on a real goal. Say you're at $1M in revenue and want to hit $5M. That's $4M in new revenue. If an average rep produces $500K a year at quota, you need 8 reps actually producing. But if it takes 5 hires to retain 1, you don't need 8 reps, you need 40 hires to get there.

At 10-15 hours of recruiting work per hire, that's not a side project. That's a full-time job, and most small business owners can't justify a $80K-$150K/year recruiter for a need that shrinks the moment they hit their headcount goal.

This is why "just post the job and interview whoever applies" quietly turns into a multi-year hiring problem.

Do this: take your next revenue goal, divide it by your average rep's annual quota, then multiply by your actual retention rate. That number, not "how many reps do I need," is your real recruiting target.

Need help recruiting and scaling your commission-based sales team without hiring a full-time recruiter? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

Based on your last 90 days, how many reps did you actually hire to get one who stuck?

09/01/2026

99% of good sales candidates are not looking for your job.

They're not sitting at home thinking, "I hope I find a commission-based opportunity where I have to self-generate my own leads and close my own deals." That's not a dream job for most people. It's a scary one.

So if you're recruiting like great candidates are out there searching for you, you're going to keep coming up short.

The real issue isn't that good salespeople don't exist. It's that they aren't actively looking, which means you have to go find them, and then convince them your opportunity is worth the risk.

That changes what recruiting actually requires. You need enough candidate volume to work with, a fast way to screen out the wrong people, and the ability to actually sell your mission, your comp plan, your growth story, and your career path well enough that someone who wasn't looking decides to take a shot on you.

Most founders are only doing one of those three things. Usually none of them well.

Start here: track how many candidates you spoke with last month, and how many you actually wanted to hire. If that ratio is ugly, the fix isn't "find better candidates." It's fixing your volume, screening, or your pitch.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

What's been harder for you: getting enough candidates, or finding good ones in the pile you already have?

08/31/2026

Hiring one commission-based sales rep almost never works the way you hope.

There's no version of this where you add one rep, they stick long-term, and revenue just follows. Statistically, that one hire isn't going to work out. In our own recruiting process, we typically have to hire 3 commission-based reps just to get one who sticks.

That's not a fluke or a sign you're doing something wrong. It's just the math of commission-based sales hiring. The real problem is what that math costs. Using a traditional recruiting process, getting 3 people to even show up to onboarding takes 30-45 hours — and you already know going in that only one of them is going to make it.

That's why most small businesses stall out here. Recruiting has to become a full-time investment to work, and most founders don't have the time, the resources, or the internal know-how to run it that way.

Track how many hours you spent last month on recruiting activities alone — sourcing, screening, interviewing. Compare that to how many reps actually made it to 90 days.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

How many hires does it typically take you to get one rep who sticks?

08/31/2026

99% of the sales candidate market isn't looking for commission-based roles.

That's not a reflection of your opportunity. It's just where the market sits. Most candidates default to wanting a salary, which means the moment you're recruiting for a commission-based sales job, you're pulling from a tiny slice of the total pool.

The problem isn't that your offer is weak. It's that only a fraction of the market will even consider what you're offering. So the real question isn't "how do I make this pitch better?" It's "how do I reach enough of that fraction, fast enough, to actually fill the seat?"

There are really only two ways founders try to solve this. Add a base salary to widen the pool — which usually just moves the problem downstream into retention. Or build a recruiting process that generates hundreds of qualified candidates a month, so you can screen for quality instead of settling for whoever applies.

Pull your last 90 days of applicants. If you're getting fewer than 50-100 people a month for a commission-based role, your bottleneck is volume, not your offer.

Need help recruiting and scaling your commission-based sales team? Schedule a Sales Recruiting Planning Call:
https://getsru.com/application

Have you tried adding a base salary to attract more applicants? Did it help, or just create a retention problem?

Address

151 E 5600 S #112
Murray, UT
84107

Opening Hours

Monday 9am - 6pm
Tuesday 9am - 6pm
Wednesday 9am - 6pm
Thursday 9am - 6pm
Friday 9am - 6pm
Saturday 9am - 1pm

Telephone

+19499330543

Website

Alerts

Be the first to know and let us send you an email when SRU posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to SRU:

Shortcuts

Share