Your sales opportunity may be too small to attract great reps. If you’re under $5M, you’re probably not winning on brand. You may not have a bench of successful reps to point to. And your comp plan may not beat what strong candidates are already being offered. So what are you actually selling them? Most founders pitch the job. The best candidates are evaluating the future. If your goal is $1–2M and you need one or two reps to get there, that’s not exciting to someone ambitious. But say you’re going from $1M to $10M. It might take 15–20 reps, and a couple of leadership roles could open in the next 3–12 months. Now you have something many competitors can’t offer: objective advancement. That’s what persuades more quality people into your onboarding process. Try this: sketch the org chart you’ll need at your next revenue milestone. Mark every role a rep could grow into and what it takes to earn it. Then put that path into your job ad and interviews. If you need help building a comm...