Your job posting won't win you top sales reps. Most founders treat recruiting like screening: post the job, filter resumes, pick whoever seems least risky. But if your opportunity is actually good, that's not what's costing you great reps. Here's the real dynamic: every strong candidate is comparing you to something else, whether that's another job or their current situation. Recruiting isn't just evaluation. It's persuasion. Culture, industry positioning, your company's growth story, the comp plan, the real path to sales leadership, the onboarding and management support they'll actually get once they start — every one of those has to be communicated and sold, not just listed in a job description. If you can't clearly answer "why would a great rep pick me over everyone else," you're relying on luck to fill your pipeline with people who stick. Pull up your current job ad or your last hiring conversation and check: are you explaining these things, or assuming candidates will just fi...