Urgent
Career
Is
Revolutionizing
The
Process

Of
Finding
and
Assessing
Sales
Talent
©
UrgentCareer
‐
August
2009
 We
Understand
the
Problems

• Finding
great
salespeople
is
the
biggest
bottleneck
for
a
growing
company

• The
ability
to
assess
salespeople,
both
new
recruits
and
current
employees,
is
critical
to
the
growth
of
any
company

• Great
salespeople
substantially
outperform
average
salespeople

©
UrgentCareer
‐
August
2009 2
 You
Need
'A
Players'

A
Players
‐
25%

65%
of
Revenue
B
Players
50%
of
Team

30% 5%
C
Players
‐
25%

The
opportunity
and
carrying
costs
of
tolerating
a
C
Player
can
easily
soar
to
$300,000
per
year

©
UrgentCareer
‐
August
2009 3
 A
Players
Raise
the
Bar

©
UrgentCareer
‐
August
2009 4
 The
Need
for
A
Players
is
Growing

As
products
become
more
complex
and
solution‐based,
the
revenue
gap
between
A
Players
and
C
Players
continues
to
grow

©
UrgentCareer
‐
August
2009 5
 The
Right
A
Player
is
Hard
to
Find

• 55%
of
sales
professionals
are
in
the
wrong
profession
1
20%
Top
Performers
that
are
well‐
• Sales
professionals
that
are
job‐ matched
to
their
position
matched
outperform
their 55%
counterparts
by
40%
and
are
twice Salespeople
25% that
should
not
as
likely
to
stick
2 Top
Performers be
in
sales
at
all
that
should
be
selling
elsewhere

• Traditional
recruiting
methods
are
not
sufficient
to
match
sales
professionals

1. Croner,
Christopher
and
Richard
Abraham,
Never
Hire
a
Bad
Salesperson
Again,
Inner
Workings
LLC,
2006.
2. Greenberg,
Herbert
and
Jeanne,
”Job
Matching
for
Better
Sales
Performance,”
Harvard
Business
Review
no.80505

©
UrgentCareer
‐
August
2009 6
 Urgent
Advantage:
Better
Candidates

• Better
Candidates
at
the
Fat
End
of
the
Funnel
– “No
stone
left
unturned”
mentality
creates
candidate
flow
that
Find exceeds
traditional
approaches
– Urgent’s
deep
research
capabilities
unveil
candidates
ignored
by
traditional
approaches
– Urgent’s
proactive
cold‐call
outreach
finds
superior
candidates
that
are
already
employed
and
outperforming
and
therefore
not
looking
for
new
opportunities
Assess – Urgent’s
curated
referral
network
of
sales
connectors
and
third
party
recruiters
unearths
sales
professionals
hidden
from
online
research
65;"<%&5"*
=5&>'"?* Research
+

65.5#";A*B*C')$*
Recruiter
Network
6575""#). C#))
Cold
Call
26.1%
Referrals
32.6%
@8:94 89:04

Present
D&A5"
-5".'(#)* Other
4.3%
E2@4
6575""#).
89:04
!"#$%&%'(#)*+',*
Personal
Referrals Traditional
Job

-'.&%(/.
26.1% Postings
10.9%
01234

©
UrgentCareer
‐
August
2009 7
 Urgent
Advantage:
Better
Assessment
• Better
Assessment
of
Candidates
Yields
Better
Find Matches
– Process
driven
screening
allows
for
thorough,
measured
assessment
and
evaluation
– Urgent’s
methodology
ensures
candidates
measured
on
32
dimensions
of
sales
Assess compatibility
– 45‐minute,
“Blind”
screenings
assess
candidates
without
giving
them
the
pre‐
determined
bias
to
any
particular
position
or
company
– Candidates
are
required
to
Present research
the
company,
then
proactively
respond
to
the
proposed
match
before
they
are
introduced
©
UrgentCareer
‐
August
2009
• Better
Understanding
of
Needs
Yields
Better
Matches
– After
researching
a
new
client,
Urgent
always
conducts
a
thorough
and
structured
requirements
gathering
session
directly
with
the
head
of
sales
or
pertinent
decision
maker
– Sessions
typically
last
between
60
and
90
minutes
and
define
the
candidate
profiles
that
are
most
likely
to
lead
to
sales
excellence,
given
the
company’s
unique
product,
sales
process,
culture,
target
market
and
value
proposition
– First
interviews
often
occur
within
the
first
week,
ensuring
a
faster
feedback
loop,
which
results
in
better
candidate
compatibility
8
 Urgent
Advantage:
Better
Results

Efficient
• 13%
of
Urgent
candidates
presented
received
an
offer
Find • Clients
with
multiple
openings
can
achieve
a
hiring
rate
of
25%
(one
in
four)

Ramp
Faster
• Urgent
candidates
outperformed
their
peers*
hired
through
traditional
methods

Assess Higher
Retention
Rates
• So
far,
Urgent
candidates
have
a
7%
higher
retention
rate
when
compared
to
candidates
sourced
through
other
means

More
Revenue
• On
average,
Urgent
candidates
brought
in
more
revenue*
than
their
peers

Present

*
Based
on
9
month
period
ending
March
9,
2009,
for
candidates
hired
for
comparable
territories
in
the
same
company

©
UrgentCareer
‐
August
2009 9
 We
Work
with
Venture‐Backed
Firms

• Every
sales
hire
is
crucial
to
a
growing
company.
Urgent
Career
works
with
the
portfolio
companies
of
many
Venture
Capital
firms,
including:

©
UrgentCareer
‐
August
2009 10
 Venture
Testimonials

“Several
of
our
portfolio
companies
were
in
need
of
their
first,
second,
or
third
sales
hires
but
were
struggling
to
find
qualified
candidates
in
a
sea
of
resumes.

With
Urgent
Career's
help,
all
of
them
were
able
to
grow
their
teams
and
the
new
hires
are
hitting
it
out
of
the
park.

We’re
thrilled
that
Urgent
Career
has
mastered
the
art
of
sourcing
salespeople
for
early‐stage
companies.”

–
Lewis
Gersh,
Partner,
Metamorphic
Ventures
"Several
of
my
portfolio
companies
have
been
using
Urgent
Career
and
the
people
they
have
hired
are
hitting
the
cover
off
the
ball.

Since
Urgent
works
on
a
contingency
basis,
they
found
these
rock
stars
with
no
upfront
financial
risk
to
us.

Adding
A+
sales
talent
is
key
to
growing
a
business
and
Urgent
is
the
best
I’ve
found.”

–
Geoff
Judge,
NY
Angel
Investor
“We
sought
out
Urgent
Career
to
help
our
portfolio
company
break
into
the
US
publisher
market.
Urgent’s
thorough
process
combined
with
their
inside‐out
knowledge
of
online
media
led
them
to
a
great
business
development
hire.
Since
then,
Urgent
Career
has
become
our
go‐to
source
for
sourcing
the
right
salespeople
for
our
portfolio
companies.”
–
John
Elton,
Partner,
iNovia
Capital

©
UrgentCareer
‐
August
2009 11
 We
Know
Online
Media

• Urgent
Career
has
developed
an
extensive
knowledge
of
the
online
media
ecosystem
and
has
worked
with
innovative
firms
across
the
industry,
including:

Segment Example
Company Position The
Search

5th‐largest
PPC
ad‐network
sought
to
create
a
Senior
Account presence
among
high‐level
agencies
in
New
York
and
Ad
Networks turned
to
Urgent
Career
to
help
find
the
perfect
hire.
Executive

Leading
online
travel
publisher
engaged
Urgent
Director
of Career
to
find
their
first
BD
hire
in
an
effort
to
build
Publishers Business out
their
own
ad‐network
by
establishing
key
Development partnerships
with
other
online
publishers.

Online
lead
generation
company
partnered
with
Online Urgent
Career
to
find
their
first
sales
hire
to
target
a
Sales
Director new
vertical.
Lead
Generation

Leading
provider
of
SEM
management
software
Account called
on
Urgent
Career
to
identify
the
3rd
account
AdTech executive
for
their
growing
sales
team.
Executive

©
UrgentCareer
‐
August
2009 12
 Client
Testimonials

“Few
recruiters
understand
the
online
media
space
like
Urgent
Career
does.

They’ll
find
candidates
where
no
one
else
can.”

–
David
Kidder,
CEO,
Clickable
“Urgent
Career
gets
it.

Though
we
had
very
specific
needs
governing
our
hiring
process,
they
delivered
a
steady
stream
of
qualified
sales
candidates.

We
had
someone
on
board
in
just
two
weeks.”

–
Mike
Burton,
VP
Sales,
Madison
Logic
“Urgent
delivered
a
higher
quality
of
screened
candidates
almost
immediately.

This
isn't
all
technology
‐
Urgent
hasn't
forgotten
attentive
service.

We've
worked
with
numerous
recruiting
firms
and
have
two
full‐time
in‐house
recruiters
supporting
our
growth.

So
far,
Urgent
has
proven
to
be
the
most
efficient
way
to
source
qualified
candidates.”
–
Dan
Hoffman,
CEO,
M5

"Urgent
Career's
experts
provided
us
the
hands‐on
consulting
we
needed
to
hone
our
search.
I
felt
confident
in
their
ability
to
guide
me
in
the
right
direction
and
that
they
personally
worried
about
the
fate
of
our
company.

They
probably
saved
me
four
weeks
of
searching.

We're
gearing
up
to
hire
soon
and
are
looking
forward
to
continuing
to
strategize
with
them
as
we
grow.”

–
Marcela
Shine,
CEO,
Precision
Prospects

©
UrgentCareer
‐
August
2009 13
 Case
Study

Revenue
Comparison

• An
Inc500,
technology‐ $160,000

enabled
B2B
firm
hires
34 $140,000 Urgent
Hire

Internal
Hire
account
executives $120,000

Accumulated
Revenue
$100,000

• Client
hires
1
in
4
Urgent $80,000

candidates
(25%) $60,000

$40,000

• 22
internal
hires $20,000

$0
• 12
Urgent
hires 3 6 9
Months
on
the
Job
• Urgent
hires
outperform Candidate
Performance
By
Source
substantially
within
9 under
3 3
month 6
month 9
month

month
period
of
study Urgent 4 8 4 1
Non‐Urgent 6 16 8 4

Urgent
Average 1,100 7,173 40,287 152,249

Non‐Urgent
Average 563 5,310 23,950 50,344

Outperform 96% 35% 68% 202%

©
UrgentCareer
‐
August
2009 14