Steve Roop, SVP and General Manager at Glassdoor, recently published a fantastic blog post on Glassdoor’s 2014 hiring and recruitment. Here at Ideal Candidate, we were interested in their sales recruitment numbers in particular.
I break down Glassdoor’s costs, strategies, and outcomes so that you can assess: How does your sales recruitment stack up?
Number of sales positions
From January to October 2014, Glassdoor hired 205 employees. According to Glassdoor’s, uh, Glassdoor profile, they currently have between 150-499 employees, which means they nearly doubled their workforce within a year. Phew.
Number of sales reps hired: 72
Percent of all hires that were in sales: 35%
The percent of hires that are in sales is almost double that are in engineering and data science, which is pretty typical for early stage startups. These numbers by themselves reveal just how crucial sales recruitment is to a company’s success.
Budget for sales recruitment
The total recruitment budget was $1,711,165, including $87,000 in agency recruiting costs. Ouch.
Glassdoor’s average cost-per-hire ended up being $7000. Doing some extrapolation:
Annual cost of sales recruitment: $598,908
Keep in mind that this only covers sales recruitment costs. Total costs of replacing a sales rep – including losses in potential sales – is estimated to average $114,957.
Time-to-fill for sales
Although LinkedIn’s data found San Francisco (i.e., the Bay area) to be one of the hardest places to hire for sales reps, sales was one of the fastest roles to fill at Glassdoor. With its well-known brand name and positive reputation, Glassdoor probably has an easier time than most attracting sales talent.
Average time-to-fill for sales: 40 days
While our sample size is tiny, Ideal Candidate’s early case studies indicate that by using our sales recruitment system, companies can hire sales reps based on personality and culture fit within 30 days. When sales is the lifeblood of your company, every day gained is critical.
The bottom line
Glassdoor is a well-funded startup in hyper growth mode with a large recruitment budget. So while your sales recruitment numbers may not be comparable, they provide some interesting reference points.
Are you happy with your sales recruitment numbers? Let me know in the comments or tweet @ideal.
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