Quick
Guide:
Defining
Position
Requirements

This
quick
reference
guide
is
designed
to
aid
in
the
requirements
definition
process.
A
thorough
understanding
of
a
position’s
requirements
allows
for
a
substantially
higher
success
rate
in
candidate
matching
and
a
decreased
time‐to‐hire.

General
Questions
&
Success
Indicators:
A
discussion
of
past
indicators
of
success,
how
it’s
measured,
and
what
motivates
sales
reps
to
achieve
it
Sample
Questions:
1. In
your
sales
process,
what
makes
your
successful
sales
reps
successful? 3. What
motivates
salespeople
at
your
company
in
the
first
year
and
What
do
they
have
in
common? how
do
these
factors
change
over
time?
2. Are
there
any
backgrounds
or
candidate
attributes
that
have
not 4. How
is
success
measured
within
your
company’s
sales
succeeded
in
the
past? organization?

Value
Proposition: Buyer: Product:

A
description
of
the
key
value
points
that
your
company
offers
its
clients
Sample
Questions:
1. In
this
hire’s
role,
how
important
is
the
articulation
of
a
value
proposition?
2. What
are
your
key
value
propositions?
3. How
do
your
value
propositions
change
by
prospect
type?
4. Do
prospects
grasp
your
value
propositions
immediately,
or
is
considerable
discussion
and
explanation
usually
required?
5. What
backgrounds
tend
to
produce
candidates
who
adapt
successfully
to
your
value
propositions?
An
inventory
of
the
companies
and An
overview
of
the
products
and
services
decision
makers
that
this
hire
will
sell
to that
this
hire
will
sell
Sample
Questions: Sample
Questions:
1. What
types
of
companies
do
you
sell
to 1. What
products
and/or
services
will
this
in
terms
of
industry,
size,
etc.? hire
be
responsible
for
selling?
2. Who
are
the
relevant
decision
makers 2. How
complex
is
the
basic
product
and
influencers
in
your
customers’ offering
and
what,
if
any,
technical
buying
process,
and
how
do
they
vary knowledge
is
required
to
sell
it
from
customer
to
customer? successfully?
3. How
important
is
it
for
a
hire
to
have
a 3. How
much
customization
is
available
deep
understanding
of
the
customer’s within
the
product
offering
and
how
industry
and
the
decision
maker’s
role? customized
is
the
typical
sale
for
each
4. What
customers
should
a
candidate common
type
of
customer?
have
sold
to
in
the
past?
Is
it
expected 4. What
products
might
the
ideal
that
the
new
hire
will
bring
in
a
list
of candidate
have
sold
in
the
past?
contacts?

Client
Relationship
Dynamics: Product
Complexity
Matrix:
How
will
this
hire
interact
with
prospects? Where
do
your
company’s
product(s)
and/or
service(s)
fit?
• Full
partnership
L5 • Multiple
long‐lasting
connections
• Esoteric
Product
L4 • Integrated
process • Consultative
Sale
• Collaborative
sales
approach • High
Customization

• Cross‐functional
info
sharing
Product
Complexity

L3 • Customized
proposals
and
sales
• Commodity
Product
L2 • Sharing
of
some
business
info • Transactional
Sale
• Repeat
sales
and
up‐selling • No
Customization

• Transaction‐based
sales
L1 • Vendor/Commodity
relationship Value
Proposition
Complexity

Industry
Trends: Company
Overview:
A
description
of
your
company’s
industry
and
recent
trends Information
about
your
company’s
history,
vision,
and
key
Sample
Questions:
selling
points
to
potential
employees
1. In
what
industry
or
industries
is
your
company
commonly
Sample
Questions:
classified?
1. Are
there
aspects
of
your
company
history
or
culture
that
are
2. Who
are
some
of
your
key
competitors
and
how
does
your
important
for
a
candidate
to
understand?
company
differentiate
itself
from
the
competition?
2. What
are
your
company’s
history,
long‐term
vision,
and
exit
3. What
are
some
recent
industry
trends?
strategy?
4. What
depth
and
type
of
industry
experience
might
the
ideal
3. What,
if
any,
specific
companies
might
the
ideal
candidate
have
candidate
have?
sold
for
in
the
past?

Copyright
©
2009
Urgent
Career:
Better
Career
Matching
Through
Technology 1

Quick
Guide:
Defining
Position
Requirements
(Continued)

Sales
Process
Metrics:
A
set
of
key
sales
process
metrics
that
aid
in
understanding
your
company’s
sales
process
Key
Metrics:
• Ratio
of
Revenue
from
New
Business
vs.
Existing
Business
• Average
#
of
Cold
Dials
per
Day
• Average
#
of
Attempts
per
Decision
Maker
Connect
• Average
#
of
Deals
Closed
per
Month
• Average
#
of
Deals
in
Pipeline
Concurrently
• Average
Sales
Cycle
Length
(e.g.
3
Months)
• Percentage
of
Time
Spent
in
Each
Sales
Process
Phase
• Average
Deal
Size
(e.g.
$10,000)
• Percentage
of
Time
Spent
Researching
vs.
Calling
• Percentage
of
Time
Spent
on
Non‐Selling
Related
Activities
(e.g.
meetings)
Environment,
Infrastructure,
and
Culture:
An
overview
of
your
company
culture,
organizational
structure,
and
support
infrastructure
Sample
Questions:
1. What
is
the
physical
work
environment
like?
2. What
skills
has
the
company
had
success
developing?
What
skills
does
a
successful
candidate
need
to
bring
to
the
table?
3. What
training
is
offered?
4. What
tools
and
support
does
the
sales
team
have?
5. What
is
your
company
culture
like
(e.g.
working
hours
and
dress
code)?
What
backgrounds
do
current
employees
come
from?
6. How
much
interaction
with
other
members
of
the
sales
team
is
required
to
be
successful?
7. How
much
interaction
with
other
departments
is
required
to
be
successful?

Sales
Team,
Process,
and
Activities:
A
detailed
analysis
of
your
sales
team,
sales
process,
and
associated
activities
and
their
relative
importance
Sample
Questions:
1. Please
explain
your
sales
process.
Which
of
these
activities
are
most
challenging,
time
consuming,
and
important
to
success?

Pre‐Prospecting Prospecting/ Pitching Closing/Negotiating Service/Follow‐Up

Identifying
Targets Qualifying Identifying
Stakeholders Consulting Setting
Up
Accounts
Researching
Leads Initial
Outreach Creating
Presentations Negotiating Coordinating
Team(s)
Building
Lists/Plans Cold
Calling Listening Customizing Deepening
Relationship
Tracking
Activity Scheduling
Meetings Uncovering
Objections Overcoming
Objections Up‐Selling
Prioritizing
Time Articulating
Value Developing
Solutions Closing/Order
Taking Generating
Referrals

2. How
are
leads
generated?
Is
lead
generation
involved
in
this
role
or
will
the
hire
be
given
a
list
of
leads
to
call
on?
3. How
much
cold
calling
is
involved
in
this
role?
4. How
are
leads
qualified
once
they
are
contacted?
5. How
involved
is
the
sales
hire,
if
at
all,
in
ongoing
account
support?
Will
the
hire
be
responsible
for
up‐selling
or
renewals?
5. What
is
the
most
challenging
aspect
of
your
sales
process?
6. What
sales
activity
has
the
biggest
impact
on
success
and
why?
7. How
is
the
sales
force
structured?
How
does
the
sales
force
fit
in
the
larger
organizational
structure?
8. How
do
the
sales
process
and
sales
activities
vary
for
different
members
of
the
sales
team?

Position
Details:
A
summary
of
the
open
position(s)
details
including
location,
territory,
quota,
compensation,
etc.

Territory
and
Quota Compensation Marketing
the
Position

‐
Location ‐
Base
Salary ‐
Key
position
selling
points
‐
Quota ‐
Commissions ‐
Career
Advancement
‐
Territory ‐
Other
(equity,
benefits,
etc.) ‐
Intangible
benefits
Sample
Questions: Sample
Questions: Sample
Questions:
1. What
territory
and
quota
will
the
hire
be 1. What
are
on‐target
earnings
for
the
first 1. What
other
intangible
benefits
are
responsible
for? and
second
years? there
for
working
at
your
company?
2. Where
is
the
position
based?
Is
it
a 2. How
do
the
on‐target
earnings
break 2. What
opportunities
for
career
remote
position
or
an
office‐based down
in
terms
of
base
salary, advancement
does
the
position
offer?
position? commissions,
bonuses,
and
equity? 3. What
attracts
talent
to
your
company?
3. How
much
travel,
if
any,
is
required? 3. What
benefits
does
the
position
offer?

Urgent
Career
is
revolutionizing
the
way
top‐performing
sales
professionals
are
matched
with
roles
in
high‐growth
companies.
Our
patent
pending
technology‐enabled
process
delivers
high
potential
candidates
suited
to
your
company’s
unique
needs.
More
at
www.UrgentCareer.com.

Copyright
©
2009
Urgent
Career:
Better
Career
Matching
Through
Technology 2