Most sales hiring “problems” aren’t quality problems — they’re *volume* problems. The top 10% of reps? They’re usually already winning somewhere else. And when you’re building a commission-heavy team (especially door-to-door/outside sales), you’re recruiting from a market where most people aren’t even looking. So step one isn’t just “find better candidates.” It’s **build a bigger top-of-funnel**. One practical move: run 3–5 variations of your job post that are *truthful* but positioned differently—titles, descriptions, and ranges that match how people actually search. Example: “Entry-Level Sales Rep,” “Outside Sales,” “Sales Consultant,” “In-Home Advisor,” “High-Ticket Rep.” Same mission. More entry points. More volume = more chances to find the right fit *and* survive real-world retention. What’s one tweak you’ve made that immediately improved your hiring pipeline? #SalesLeadership #Recruiting #SalesHiring #Entrepreneurship #SalesTeam #SmallBusinessGrowth