June 19, 2024

Sara Archer

How do you hire the best sales reps?

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#TalentBuzz Recap: Episode with Sara Archer from ChartMogul


  • Host: Samuli Salonen from TalentBee
  • Guest: Sara Archer, VP of Sales at ChartMogul
  • Topic: Talent acquisition strategies and sales team management in SaaS companies

Overview of ChartMogul

  • ChartMogul: Leading subscription analytics solution for SaaS businesses
  • Key metrics: Retention, churn, LTV, ARR
  • Sales team: Small team focused on new business, account management, and revenue operations

Optimal Time to Hire

  • Sara’s perspective: Fast hiring is crucial; her recent hire took 41 days
  • Samuli’s view: Balance between fast and slow; proactive recruitment vs. reactive hiring
  • Key takeaway: Build a talent pipeline similar to a sales pipeline for more strategic hiring

Recruitment as a Sales Process

  • Continuous candidate engagement: Regular calls with potential candidates, even without open roles
  • Proactive approach: Constantly building a talent pipeline to draw from when needed
  • Structured process: Treat candidates like leads, quickly engage with suitable candidates

Inbound vs. Outbound Recruitment

  • Inbound recruitment: Leveraging brand and content to attract talent
  • Outbound recruitment: Proactively reaching out to potential candidates
  • Strategy: Balance both methods for a robust talent pipeline

Building a Strong Employer Brand

  • Company and personal branding: Essential for attracting top talent
  • Employer branding: Content about sales culture and working at ChartMogul
  • Sales leader’s personal brand: Helps attract talent who want to work under specific leaders

Employee Advocacy in Employer Branding

  • Encouraging team participation: Support team members in building their personal brands
  • Balancing KPIs: Align employer branding efforts with sales KPIs
  • Authentic representation: Involving current employees in recruitment to provide realistic job previews

Selling the Opportunity Transparently

  • Honest communication: Balance between selling the opportunity and being transparent about challenges
  • Candidate assessment: Consideration of the candidate’s fit and long-term retention potential
  • Competitor analysis: Understanding how your offer compares to other opportunities in the market

Positioning in the Talent Market

  • Remote work: Major draw for potential employees at ChartMogul
  • Geographical flexibility: Hiring from a global talent pool
  • Key signals: Clear writing, technical competency, and speed in execution

Evaluating Candidates

  • Application review: Clear writing and attention to detail are crucial
  • Introductory calls: Assess technical competency and speed of communication
  • Indicators of success: Self-awareness, product knowledge, and responsiveness

Post-Hire Evaluation

  • Early success: New hires closing business within the first 30 days
  • Self-awareness: Ability to acknowledge gaps in knowledge and seek information proactively
  • Continuous improvement: Ongoing evaluation of performance and fit within the team

Top 5 Key Learnings from the Episode

  1. Build a Talent Pipeline: Treat recruitment like a sales process with continuous engagement and pipeline building.
  2. Balance Speed and Strategy: Aim for a fast hiring process while being strategic and proactive in recruitment efforts.
  3. Leverage Brand and Personal Influence: Utilize both company and personal branding to attract top talent.
  4. Encourage Employee Advocacy: Involve current employees in employer branding and recruitment processes for authenticity.
  5. Transparent Communication: Maintain honesty in selling the opportunity and assess candidates based on clear, measurable indicators.

Actionable Tips for Talent Acquisition

  • Regularly engage with potential candidates, even without open roles, to build a strong talent pipeline.
  • Utilize clear, data-backed content to attract inbound candidates and enhance your employer brand.
  • Encourage team members to participate in branding efforts and share their experiences to attract like-minded talent.
  • Be transparent about both the opportunities and challenges within your company to ensure long-term retention.
  • Continuously evaluate and refine your recruitment process based on performance metrics and feedback.

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