Common Reasons Founders Struggle With Sales Hiring

Why hiring sales superstars kept a Founder stuck at 10 M revenue & how he got UNstuck. A Founder reached out to me absolutely frazzled about his non-existent pipeline. The Founder had scaled from $0 - $10 M fast on a Founder-led sales model. His next goal was $15 M. The plan? Hiring top performing 4 AEs from big names like Salesforce and AWS. After 9 months, not one rep had closed a deal. They barely even had a pipeline. Why? ✔️ None had sold a product without big brand recognition. ✔️ None knew how to build a sales process from scratch. ✔️ They didn’t have the skills to create something from nothing. The Founder thought he was hiring "the best." Each of the reps had performed well throughout their career in big SaaS brands. Unfortunately, none had ever worked in anything resembling a start-up or bootstrapped environment. They knew how to follow processes, but struggled to build them. They were excellent at leveraging a robust tech stack, but were afloat without it. They were good reps, but not for the role the Founder hired them in. We were able to work together to build repeatable processes to better support the sales team, but the Founder lost an entire year of pipeline creation & revenue. 📌 The TL:DR for Founders & Sales Leaders? PLEASE (I beg you) have realistic & clear expectations for your sellers. - If a seller has never built a strategy or created processes from scratch before, don't assume they know how. - If you're hiring an entry-level SDR, don't expect them to have sales copywriting skills on day 1. - If you hire for logos on a resume without being honest about skill sets you’re doomed to experience similar frustrations as this Founder. ✨ How can Founders & Sales Leaders set up reps for more success from day 1?

Don't take this the wrong way but the fact is startups are churning through first-time sales leaders way faster than they should and it's 100% fixable. A 9-12 month average tenure is embarrassing. Then, these folks get $h!t when they apply for another job because of their "short tenure." Why so short? 1️⃣ Founders rush to hire a VP of Sales: Founder-led sales is a thing. It's a must. Some founders seem to not want to sell and think they can magically hand sales off to someone before a sales leader is needed. 2️⃣ Lack of systems and processes:  Hiring that VP of Sales before the foundation is ready. It’s like placing a roof on a house without walls. I've said it once, I'll say it again. 95%+ of VPs of Sales are not true builders. It's an entirely different skill set. Jumping straight to hiring a sales leader without established sales processes is a recipe for chaos. 3️⃣ No knowledge transfer: I've seen this movie time and time again. The knowledge and passion that allowed the founder to make initial sales don’t automatically transfer to the sales team. That knowledge transfer takes time. 4️⃣ No investment in outbound: Initially, you often see deals from the founder’s personal connections. However, these leads are finite. Once they're gone, you need a real system to generate new leads. 5️⃣ Lack of trust: A founder’s hesitation to fully trust their sales leader can cripple the decision-making process. When sales leaders aren’t empowered to make strategic decisions or lead their teams autonomously, both morale and performance suffer. Want that sales leader to hang around? - Documentation is key: Every piece of knowledge in the founder’s head needs to be documented. Spend weeks, if not months, transferring this knowledge to your sales leader. This information is the playbook they need to succeed. - Build robust systems: Before you hire that full-time sales leader, work with a fractional expert to ensure you have the foundation/processes needed to succeed. Especially when it comes to a solid outbound system. It's not just about generating leads but converting them effectively. - Set Realistic Expectations: Understand that sales growth is a marathon, not a sprint. Set achievable, realistic goals to avoid unnecessary pressure and disappointment. It takes more than a few weeks. Should you see a meaningful impact immediately? Yes... but these things take some time. - Invest in Training: Regular training is crucial. Your new VP of sales does NOT know everything. The goal is to create an environment where sales leaders are equipped, supported, and trusted.

I had two calls with founders who wanted to hire a salesperson. Both had the same problem: no infrastructure for that person to walk into. No lead lists. No CRM. No scripts. No idea what a good day looks like. They were basically hiring someone to figure all of that out AND sell at the same time. That almost never works. Here's what I tell every founder before they hire their 1st rep: [1] Build the sales stack first. You need 3 things in place before anyone touches a phone: → A CRM with your leads loaded in (HubSpot free works fine) → A lead enrichment tool for phone numbers and emails (Apollo, ZoomInfo, etc.) → A dialer so they can actually rip through calls efficiently That's it. That's the minimum viable sales infrastructure. [2] Write the talk track yourself. You don't need a perfect script. You need a starting point. What's the hook? What's the value prop in one sentence? What are the 3 objections they'll hear most? If you can't write that down, you're not ready to hire. [3] Do the job yourself first. Even if it's just for a month. Make 50 calls. Send 100 emails. You'll learn more about your buyer in 2 weeks of outbound than in 6 months of guessing. And now when your rep asks "is this normal?"... you actually know the answer. [4] Then hire someone who can figure the rest out. Don't hire a VP of Sales. Hire someone hungry with high upside who learns fast. I think about this as FITFO...figure it the fuck out. That agency and ownership mindset is not something you have time to teach. But the product knowledge, the scripts, the tools - that stuff you can teach. Most founders skip straight to "I need a salesperson" when the real problem is they haven't built anything for that person to sell inside of. Fix the infrastructure. Then find the person.

70% of first VP of Sales hires are not a growth move, they are a slow-motion car crash. Founders do not set out to make bad executive hires. They are exhausted from carrying the bag, under pressure from the board, and hungry for someone senior to “own revenue.” That psychology is exactly what gets them in trouble. Claim 1: Most founders hire a VP of Sales to fix sales, not to scale it. *Quick explainer: If you are still figuring out who the buyer is, what the motion looks like, and how to price, you are in search of product–founder fit, not VP of Sales fit. *Example: It is like bringing in an Olympic swimmer, pointing at an empty pool, and asking them to win you a gold medal. *Takeaway: A VP of Sales is an accelerator on a proven motion, not the person who discovers it for you. Claim 2: Founders overweigh resumes and logos, and underweigh stage fit. *Quick explainer: That ex–BigCo VP may have led 200 reps, but never built the first 3. *Example: On paper they look perfect. In practice they expect SDR teams, RevOps, and brand recognition you do not have yet. *Takeaway: If they have not scaled from your stage to the next, they are a risk, not an asset. The real signal you are ready: * You have a repeatable, founder-led sales process * You have conviction on your ICP and buyer * Losing deals hurts more because of capacity than confusion That is the moment to hire a VP of Sales. Not before.

Early-stage companies hire the wrong VP of Sales (almost all the time). And it’s shocking predictability: → Startup raises Series A → VC pushes for "experienced sales leadership"  → Founder hires VP Sales from hot Fortune 1000  → 6 months later, burn rate is up while pipeline remains flat. Here's why this enterprise-to-startup transplant fails most of the time: 1. The Hidden Truth About Enterprise Sales Leaders Enterprise VPs of Sales aren't builders—they're managers. At a Atlassian, Workday or Adobe, they inherited: - Proven sales playbooks - Established comp structures - Well-documented processes - Massive support teams But at your 15-person startup? None of that exists yet. 2. The Execution Gap No One Talks About When enterprise VPs join startups, lookout for these red flags: - They hire expensive consultants to build what they can’t - They focus on implementing Salesforce before vs. fixing top of funnel - They talk endlessly about "scaling" before finding PMF - They're comfortable running sales meetings but not making cold calls 3. Why Founders Keep Making This Mistake It’s simple: - Nobody gets fired for hiring from SAP, Microsoft or Oracle - The board never questions these credentials - The founder gets to name-drop at investor meetings - It feels safer But in early-stage companies, you don't need someone who managed sales at scale—you need someone who built sales from nothing. 4. What Actually Works The best early-stage sales leaders: - Have personally closed the first 25 deals at a previous startup - Pick up the phone and call prospects themselves - Focus on finding repeatable motions before building process - Know how to iterate based on real market feedback Understand that early sales is about learning, not scaling Your early-stage company needs a builder, not a manager. ✌️

Keep meeting startups making the same early sales hiring mistakes. And it’s f&%*ing killing them. These (mostly Seed-stage) founders come inbound and the stories all sound the same: "We hired a salesperson we thought could take over for me as our main revenue driver. They had great industry experience...but as soon as they joined...things fell apart. It's been 6-9 months...we need to move on. Can you help?" So we dig in...and the red flags are almost identical every time: 1. 15+ years in sales, usually with leadership titles at much larger companies...but little to no experience building from zero 2. One strong run (5+ years somewhere good) followed by 3–5 short stints that never quite clicked 3. “Relationship sellers.” Great in-person, well-connected, lots of talk about “knowing the space”… but no ability to create pipeline beyond their "friends" 4. Constantly dropping balls. Whether from poor CRM hygiene or lack of follow-up, they miss key steps necessary to close deals Here’s the truth: early-stage startups don’t need that sh*t. You don’t need a polished exec who “knows everyone.” You need a scrappy operator who can create momentum out of thin air. When we help clients hire Founding or early AEs, this is what we look for instead: 1. Experience at Seed/Series A companies. People who know how to build process, not just run it 2. Matching sales motion. The velocity, deal size, and cycle need to align...not just the industry 3. Multiple runs of success. Not a one-hit wonder 4. Clarity and ownership. They can explain exactly how they drive pipeline, run outbound, and stay organized. Founders: I know hiring is brutally hard, and early sales hires are some of the toughest calls you’ll ever make. But the wrong one doesn’t just burn money...it kills momentum and drags out product-market fit. If you’re in that stage and want to talk through it, reach out. Always happy to share what we’re seeing. And if you’re a salesperson chasing a founding/early AE role…use this as your cheat sheet. Hope everyone reading this has a great week!

At one of the early stage startups I worked for, we hired a VP of Sales too early that nearly destroyed our whole sales motion. Not because the person was bad, but because the company wasn't ready. I've watched startups make the same hiring mistakes over and over: burning cash, killing momentum, and creating org debt that takes years to fix. These are the most common hires that kill startups: 𝟭. 𝗧𝗵𝗲 "𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝗱 𝗲𝘅𝗲𝗰" 𝘁𝗼𝗼 𝗲𝗮𝗿𝗹𝘆 You just raised Series A. Revenue is €2m ARR. You're at 15 people. Your investors tell you: "Hire a VP of Sales from a unicorn.", so you do. You pay €180k + equity. They have an impressive resume. They've managed teams of 50+. What happens: → They try to build the org they had previously → They want a team, budget, and tools you can't afford → They're used to running plays, not inventing them → They leave in 9 months. You've burned €200k+. The reality: Senior execs from big companies often can't operate in early-stage chaos. 𝟮. 𝗧𝗵𝗲 "𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗳𝗶𝘁" 𝘄𝗵𝗼 𝗰𝗮𝗻'𝘁 𝗲𝘅𝗲𝗰𝘂𝘁𝗲 You're scaling. You interview a candidate who loves your mission, says all the right things. You hire them because "culture is everything." What happens: → They're great in meetings but can't ship → They talk strategy but avoid execution → They're well-liked but not effective The reality: Culture fit without execution is just an expensive friend. 𝟯. 𝗧𝗵𝗲 "𝘄𝗲'𝗹𝗹 𝗴𝗿𝗼𝘄 𝗶𝗻𝘁𝗼 𝘁𝗵𝗲𝗺" 𝗵𝗶𝗿𝗲 You need a senior engineer. You interview someone amazing, they're at a FAANG company making €250k. You can offer €120k + equity. They say yes. You think: "We got lucky!" What happens: → They expect resources and processes you don't have → They're frustrated by the lack of infrastructure → They miss their old job's stability → They leave in 6 months The reality: Overqualified hires often regret the trade-off. 𝗪𝗵𝗮𝘁 𝗴𝗿𝗲𝗮𝘁 𝘀𝘁𝗮𝗿𝘁𝘂𝗽 𝗵𝗶𝗿𝗶𝗻𝗴 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲: 1. Hire for the now, not the future. Get someone who can execute in your current chaos with potential to grow 2. Prioritize learning velocity over experience. Adaptable beats polished in early stage 3. Avoid the "brand name" trap. A VP from Salesforce isn't automatically your answer The best hires I've seen were sometimes underqualified on paper, but overperformed because they matched the company's reality, not its aspirations. Before your next senior hire, ask: → Can this person operate with our current constraints? → Are they energized by ambiguity or paralyzed by it? → Are we hiring for the company we are or the company we wish we were? -- I'm Hugo Pereira, co-founder of Ritmoo and fractional growth operator. I've led companies from €1M to €100M+ while building purpose-driven, resilient teams. Follow me for unfiltered takes on growth, leadership, and scaling what matters. My book 𝘛𝘦𝘢𝘮𝘴 𝘪𝘯 𝘏𝘦𝘭𝘭 – 𝘏𝘰𝘸 𝘵𝘰 𝘌𝘯𝘥 𝘉𝘢𝘥 𝘔𝘢𝘯𝘢𝘨𝘦𝘮𝘦𝘯𝘵 is out now on Amazon.

Your first sales hire isn’t your savior. They’re your experiment. And that’s exactly why they fail. A founder raises money, feels the pressure to grow, and rushes to hire their first AE or VP of Sales. They convince themselves: “𝐼 𝑗𝑢𝑠𝑡 𝑛𝑒𝑒𝑑 𝑠𝑜𝑚𝑒𝑜𝑛𝑒 𝑤ℎ𝑜 𝑐𝑎𝑛 𝑠𝑒𝑙𝑙” “𝑊𝑒 𝑛𝑒𝑒𝑑 𝑡𝑜 𝑚𝑜𝑣𝑒 𝑓𝑎𝑠𝑡” “𝑇ℎ𝑒𝑦’𝑙𝑙 𝑏𝑢𝑖𝑙𝑑 𝑡ℎ𝑒 𝑝𝑟𝑜𝑐𝑒𝑠𝑠 𝑓𝑜𝑟 𝑢𝑠” Here’s what actually happens: That first hire walks into chaos. No clear ICP, poor onboarding, minimal documentation, no defined rules of engagement, constant changes with little communication, no structured sales process, and virtually no support. They’re expected to figure it out while hitting aggressive revenue targets oftentimes pulled out of thin air. When they struggle, they get blamed, fired, and replaced. I’ve seen it over and over. A founder hires a VP of Sales. 10 months later, they fire them. Then they do it again. And the cycle repeats... Most first sales hires don’t fail because they’re bad. They fail because both sides get swept up in big promises and possibilities without validating alignment. Then, reality hits. Expectations don’t match, chaos sets in, and both parties find themselves at odds. Here’s what I tell CEO and founders. Sales isn’t plug-and-play. If you don’t have a process, you don’t have a hiring problem. You have a go-to-market problem. Your first sales hire is a bridge, not a fix. They need structure, clarity, and your support to succeed. You’re in the deep end together, relying on each other to stay afloat. Founder-led sales doesn’t end overnight. It's critical to co-create the path before stepping out. Before making this key hire, ask this question first: 𝐴𝑚 𝐼 𝑠𝑒𝑡𝑡𝑖𝑛𝑔 𝑡ℎ𝑒𝑚 𝑢𝑝 𝑡𝑜 𝑠𝑢𝑐𝑐𝑒𝑒𝑑 𝑜𝑟 𝑓𝑎𝑖𝑙? If you’re tired of the hire, fire, repeat cycle, we should talk. I’ve spent my career helping CEOs and founders break it. #hiring #BuildWithATP

Why Companies Are Struggling to Hire SDRs in India? I’ve been sitting on this for a while. But after hearing the same complaints from founders, hiring managers, and recruiters week after week, it’s time to say it like it is. Everyone wants top SDR talent. But most companies are doing everything possible to repel it. Here’s what’s actually going wrong. 1. You’re still offering 2017 salaries. You’re in Chennai, Pune, Delhi and offering 5-6 LPA. You want someone who can do cold calls, write personalized sequences, handle objections, and hit quota. But your budget screams Maruti. You keep pointing at the Audi, but deep down you know you can’t afford it. 2. You’re expecting too much before giving anything. You’re a startup nobody’s heard of. You don’t pay well. You don’t invest in training. You don’t share your vision. But you expect hungry, top-tier SDRs to line up and beg to work for you. 3. You don’t know what you’re hiring for. Founders/Sales Leader who’ve never hired SDRs are making the decisions. You’re interviewing like you’d hire an engineer. You don’t know what makes a great SDR and it shows. 4. You’re obsessed with brand names. Hiring someone from an enterprise company doesn’t mean they’ll thrive in a startup. They had marketing support, inbound leads, and account lists handed to them. You’re hiring for hustle. Assess for hustle. 5. Your hiring process is copy-paste. Every assignment looks the same: Write a 5-step sequence. Define the ICP. Anyone can copy from ChatGPT. If they say they know how to prospect, ask them to do it live. If they say they’ve used Apollo or Outreach, ask them to teach you how it works. 6. Your process is slow and full of red tape. You want a full SDR team in 2 weeks, but you ghost candidates after they submit an assignment in 24 hours. I dropped a client for this exact reason last year. They’re still hiring. 7. You’re vague about budget. “We’re flexible.” No, you’re not. You just don’t know what to pay. There are SDRs making anywhere from 8L to 20L fixed in India right now. Still flexible? Figure it out. 8. You’re not selling the job. I’ve seen more “we’re like family” pitches than I can count. What’s your story? What are you building? How will you help this person grow? When was the last time you promoted someone? Would you pay for their training? Want to stand out without increasing salary? Here’s a tip. Offer a 1L annual learning budget. Reimbursable, tax-free. Let them learn from whoever they want. If you can’t train in-house, at least show you care. Hiring SDRs isn’t hard. Doing it the wrong way is. If you’re serious about building a real outbound function, book a time with me. I’ll show you what top SDRs actually look for—and why they’re ignoring your offer. #sales #sdr #hiring

What happens when a founder skips sales and hires too soon? I’ve seen it. And it’s ugly. You’re shipping nonstop. Design partners nod along. But nobody’s buying. Deep down, you’re wondering “What the hell am I missing?" You’re convinced sales is a downstream problem. Something you can outsource once the product is ready. What you’re really saying: Sales doesn’t feel urgent. You think product wins the game. You don’t value the skill. Or you’re scared of it and don’t want to deal with that discomfort. Sales doesn’t feel urgent. That’s your first red flag. The truth? If you’re pre-PMF and think a sales hire is going to figure it out for you, you’re in for a rough wake-up call. Founders don’t like hearing this, but it’s your job to figure out how the company makes money. Not the sales rep’s. Not some future VP. Yours. Because no one else can run a Sell > Build > Sell loop. No one else knows the product, the roadmap, the gaps. No one else can talk to a customer on Monday and ship a fix by Friday. That’s where the learning happens. I worked with a founder last year who brought on a sales rep from a laid-off competitor. Seemed like a smart move. The rep knew the space. The founder thought they'd help figure out how to sell against that competitor. 18 months later, they were broke, bitter, and back at square one. Had to hit reset. Back to founder-led sales, but now with the clock ticking. That’s what happens when you skip the work. Sales reps don’t find the path. They walk the one you’ve already paved. If there’s no process to run, they flail. Here’s the bar: You need a repeatable lead channel. Something other than warm intros from your network. You need a repeatable sales cycle. From intro to close, roughly the same steps each time. If you can’t describe what’s working… you’re not ready to hand it off. And if you skip this entirely? You risk overbuilding. Then wasting precious cash on someone who can’t sell what you’ve built. Because you don’t even know how to sell what you’ve built. Harsh but real: If you haven’t figured out how to sell it, nobody else will. You’re not accelerating growth. You’re accelerating your burn. The job of a founder isn’t just building a product. It’s selling one. I’ve helped dozens of technical founders build their first real sales process. Book a call, we’ll map yours in 30 minutes.