We started TitanHouse because we identified two distinct and systemic problems:
- While scaling our last business, we were frustrated by our inability to consistently identify, engage and hire the right client-facing professionals at the pace we needed to maintain our growth projections.
- We realized that there was a fundamental problem with the way candidates identify and choose the companies they work for. Far too many candidates had too many work stops. In most of the applications we saw, the sales rep was changing jobs every 1.5 to 2.5 years.
The company’s problem:
We had a strong business and a strong company culture, and we had a great product with a large Total Addressable Market. Everyone was making a lot of money, yet we still struggled to recruit the right caliber of sales pros. We were attracting B-level and C-level sales reps, when our profitable and growing business should have been attracting A-level candidates. We seemed to be flying under the radar of the top-tier sales professionals.
So we did what any typical company would do: We amped up our recruiting. We hired third-party recruiters. We used internal recruiters. We held career days. We invested in social media. We increased our perks. We sent recruiting teams to visit local universities.
We only had marginal success. We had plenty of candidates (we interviewed thousands), but they weren’t the right candidates. We were wasting our time and our money on recruiting initiatives that didn’t pay off.
Without the right people in place, the team missed quotas, accounts went unassigned, and managers spent far too many sales cycles coaching underperformers. Our sales teams were also experiencing morale issues due to voluntary and involuntary turnover.
The sales rep’s problem:
Most people don’t want to change jobs that often. Frequent job turnover is stressful. Workers experiencing recent or current change are more than twice as likely to report chronic work stress than other employees, and they’re more than four times as likely to experience physical health symptoms at work, according to the American Psychological Association.
We believed most sales reps wanted a long-term ‘home’ where they could be successful and advance their career. So we investigated further. We found that many of these reps had simply made bad choices in their career moves. They were joining companies with the wrong fit, the wrong sales pace, a weak corporate culture, or selling the wrong product. They had joined a company thinking that they understood the job and the culture, and they quickly discovered that it was not what they had expected. Many reps weren’t poor performers; they were simply a bad fit.
We’ve seen this phenomenon often in the 3 years since we sold the business. The reps who had been our top sales professionals in that business have had 2 and 3 jobs in the past 3 years.
This is a systemic problem. EVERY sales leader we spoke with said sourcing the right talent was either their primary issue or one of their top issues. Many said they gave up and simply came to expect 50%+ turnover. But there wasn’t a solution available in the market dedicated to solving this issue for tech sales.
Diagnose the problem – Build a solution:
The problem is that companies are getting complacent in their recruiting strategies. They’re using the same tools they’ve been using for years, but they continue to expect different results. The solutions available today are generic and meant for multiple industries at the same time; they are not designed for the data points or intricacies of the sales hiring process. They are not designed with the appropriate matching analytics.
So we set out to solve this problem, and we created TitanHouse. We built this company with two goals: to help sales reps find their dream jobs and to help companies build their dream teams.
Sales reps and sales teams shouldn’t have to rely on the same recruiting apps, websites and recruiters that engineers, marketers, nurses, accountants, and analysts use. Reps need to be able to provide detailed resume insights specific to the sales industry, so that both parties can make smart decisions. Reps and hiring teams should be able to find jobs, or candidates, that match their specific and unique skillsets or requirements.
At TitanHouse, we’re changing the way the game is played. We’re making tech sales recruiting easier, faster and more effective than it has ever been before.