Your vision is too small to attract top sales talent. If you're recruiting sales reps to help you grow from $1M to $2M, you're solving the wrong problem. The opportunity isn't exciting because you're only describing what's immediately in front of you. The best candidates want to know where they'll be in two or three years—not just what they'll be doing on Monday. One of the first things I do with clients is reverse engineer the future organization. If the goal is to build a $10M business and each rep is expected to produce $500K annually, we know we'll eventually need 20 sales reps. From there, we can map out team leads, sales managers, and future leadership roles. Now you're no longer recruiting someone into a sales job. You're recruiting them into a career path with a clear destination. Do this today: sketch the org chart your business will need three years from now. Then make sure every recruiting conversation starts with that vision—not just today's opening. If a candidate jo...