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Fractional sales strategies involve hiring sales professionals on a part-time, contract, or consulting basis rather than committing to full-time, salaried positions. This approach allows startups to access experienced sales talent without the financial burden and long-term commitment of traditional employment. Fractional sales roles can include positions such as fractional Chief Sales Officers (CSOs), fractional sales managers, and fractional sales teams.
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Three quarters of the time, you are going to bring someone on who won’t be there within 12 months. And this is, arguably, the most important sales hire you will make.
There is a VC saying that you have to go thru the graveyard of your first sales leader in order to get to your second. While an unfortunate statement, it is undeniably accurate. The problem with this statement is it is putting the problem on the sales leader, when in fact most of the time, the issue is with the founder/company.
So, if you are thinking thru bringing on your first sales leaders, here are a few things to ask yourself:
- What am I expecting from this sales leader?
- Am I looking for someone who will help me build thru strategy or do I need someone selling or building pipeline entirely?
- Am I ready for a sales leader?
- Am I (founder) ready to give up control of the day to day of the sales org and ready to utilize someone else to create the strategy?
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Her story isn't unique. In sales, we often create environments that grind down even the most accomplished professionals. We burn them out, treating them as replaceable assets rather than the lifeblood of our organizations. This toxic approach not only fuels a staggering 35% turnover rate (according to Hubspot, nearly three times the average of other professions) but also inflates the cost of rehiring sales professionals to over $100,000.
