The Art and Science of Hiring the Perfect Head of Sales

The Art and Science of Hiring the Perfect Head of Sales

Recruiting: Chief Sales Officer. The art and science of hiring the perfect Sales Manager

Head of Sales (Sales Director) in a SaaS (Software as a Service) world, where technology and business strategies are evolving day by day, his role takes on a new dimension. It is no longer a traditional position focused solely on achieving sales targets. Today's sales chief is a visionary who shapes the future of sales in the organization, innovates and promotes a culture of excellence among his team.

His role is transformational in the sense that he influences not only the sales department, but the entire organization. He works closely with other departments, such as marketing, customer service and the technical department, to ensure consistency in operations and achievement of business goals.

Given my experience as a Head of Sales and Executive Recruiter , this allowed me to understand the importance of finding the right person for the position. Working for many clients, I helped them successfully recruit Sales Directors who not only achieved their sales goals, but on top of that contributed to the overall growth and success of the organization.

In this context, I would like to share my knowledge and experience on what questions are critical during the hiring process for a sales executive. In this guide, I provide not only these critical questions, but also the background and context that will give potential employers a better understanding of what to look for in an ideal candidate.

Recruiting for the position of: Head of Sales is a complex process that requires not only an assessment of the candidate's competence and experience, but also an understanding of the candidate's vision, values and ability to make a difference. I hope this guide will be a valuable resource for anyone looking to hire the best sales chief for their organization.


1. Sales process and strategy

Question: "Describe the sales process you find most effective in the SaaS industry. What are its key steps and how do you adapt it to different customers and market situations?"

Context: The sales process is the core of every sales executive's business. Understanding how a candidate designs, implements and adapts the sales process can provide insight into their strategic and tactical capabilities. Answering this question will help you understand how a candidate approaches the customer lifecycle, from initial contact to closing the deal and follow-up service

2. Estimating the size of the team

Question: "Based on our current trajectory and goals, how big a team do you think we need?"
Context: Beyond the sheer numbers, this question tests the prospective Sales Director's ability to align team size with company goals. It is a reflection of their strategic foresight and ability to balance growth with efficiency.

3. Transaction volume experience

Question: "Please share your experiences with different deal sizes and their implications for salespeople in the sales department?"
Context: Different deal sizes come with unique challenges and opportunities. A candidate's versatility in different deal sizes may indicate their adaptability and ability to adjust sales strategies to different scenarios.


4. Experience in team building

Question: "Please tell us about building sales teams in previous positions."
Context: This question delves into the journey of a leadership candidate. This is an opportunity to understand approaches to talent acquisition, mentoring, team dynamics and conflict resolution.

5. Knowledge of sales tools

Question: "Please discuss the sales tools you advocate and their impact on sales management."
Context : In an era of digital transformation, the use of the right tools can be groundbreaking. This question assesses the candidate's technological sophistication and commitment to continuous improvement.

6. Loyalty test

Question: "Who from your current team would be willing to embark on a new professional journey with you and join our company?"
Context: Loyalty is a two-way street. This question not only assesses a candidate's attractiveness as a leader, but also his or her ability to nurture and retain top salespeople.

7. Sales and customer service cooperation

Question: "How do you envision closing the gap between sales achievement and sustained customer success?"
Context: A forward-thinking sales executive realizes that the sale is only the beginning of the customer journey. Their post-sale engagement strategy can be a testament to their long-term vision.

8 Dealing with competition

Question: "Please tell us about a situation in which a competitor outperformed your company and the lessons you learned from it in your organization."
Context: This question unquestionably tests the candidate's humility, resilience to failure, and focus on learning from their actions. It's not about failure, but about getting back into action quickly.

Recruiting Head of Sales

9. Collaboration with technical and support teams

Question: "How can a smooth collaboration between sales and technical teams be arranged, especially during complex sales cycles?"
Context: In SaaS, the technical aspects of the product are intertwined with sales. A candidate's approach to this collaboration can reveal their holistic view of the sales process.

10. Taking responsibility for revenues

Question: "Given our current metrics and market position, where do you see our revenue going in the next quarter?"
Context: This question is a litmus test of a candidate's analytical skills, market awareness and ambition.

11. Sales and Marketing synergy

Question: "Please describe a successful campaign in which sales and marketing worked together effectively."
Context : This provides insight into the candidate's experience with integrated campaigns and his or her belief in interdepartmental cooperation.


Bonus question: Dealing with SNW (Fear, Uncertainty, Doubt).

Question: "How do you deal with challenges posed by competitors, especially when they resort to spreading fear, uncertainty and doubt (English FUD)?"
Context:: This question delves into a candidate's crisis management skills, ethical stance and strategic prowess.

Deep Dive: Intangibles

While the above questions are key to assessing a candidate's expertise and strategic knowledge, it is equally important to assess intangibles: their passion for the industry, their cultural fit with the company and their vision for the future. These elements, often gleaned from informal conversations and observations, can be the factors that distinguish a good manager from a great one.


In an era where technology has become a driving force, the position of Sales Director in the SaaS industry is becoming increasingly important. Today's digital world, with an emphasis on SaaS in many sectors, requires the right sales leader. It used to be that their main tasks were to achieve sales goals, manage a team and build relationships. Today, they are also visionaries who must look to the future.

In a SaaS environment, it is crucial for the Sales Director to have a thorough knowledge of the technology. He or she must know how the applications, platforms work and be aware of their advantages and disadvantages. In a world that is changing rapidly, flexibility and willingness to learn become key. The hiring process for this position has also changed. Now companies are looking not only for people with sales skills, but also those with vision and adaptability.

In summary, in a world where technology and SaaS are constantly evolving, the role of the Sales Director is evolving. Their position is becoming more complex. To succeed, companies need to select leaders who, in addition to their traditional skills, are ready to lead in an unpredictable future.



Fast Forward Solutions - your source for the best professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.


About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

Mistakes in recruiting professionals - how to avoid mistakes?

Mistakes in recruiting professionals - how to avoid mistakes?

Recruitment mistakes in the digital age: How to avoid pitfalls and attract the best candidates.

Today's labor market is undergoing dynamic changes, and recruitment mistakes can have serious consequences for companies. In the digital age, where information flows at lightning speed, recruitment processes must not only be effective, but also fast and modern. In this article, we take a look at the main challenges companies and candidates face, and what practices best help avoid them.

IT industry as an example of a unique challenge

The IT industry, which is one of the most rapidly growing sectors, is a prime example of recruitment challenges. On the one hand, there is a huge demand for specialists, on the other - a limited number of qualified candidates. Companies must therefore fight for talent should avoid recruitment mistakes as much as possible by offering not only attractive salaries, but also opportunities for development, interesting projects or flexible forms of employment.

How to attract the best and avoid mistakes in the recruitment process?


Accurate and clear job advertisements.

First impressions are key, and for many candidates it is the job ad that is the first contact with a potential employer. In the digital age, where information is at our fingertips, an ad must not only be accurate, but also attractive. It must include clear information about responsibilities, requirements and benefits offered. In an age where candidates can browse dozens of offers in a matter of minutes, it is important that the ad is not only substantive, but also visually appealing. Graphics, short videos or interactive elements can significantly increase interest in an offer. In addition, the language of the ad should be tailored to the target group - professional for professionals, more relaxed for younger candidates


Quick feedback for candidates.

In a world where communication is instantaneous, candidates expect a quick response to their applications. Every day of waiting for feedback can be a day when a candidate is considering offers from competitors. That's why it's so important to keep the recruitment process efficiently organized and as short as possible. Automating certain steps, such as confirming receipt of an application or information about its first evaluation, can significantly speed up communication. Moreover, even a negative response is better than no response at all. Candidates value transparency and honesty, so it is worth informing them of every decision, even if it is not favorable to them.


Well-prepared recruiters.

A recruiter is not just a person responsible for conducting an interview. He is also the person who represents the company and its values. That is why it is so important that the recruiter is perfectly prepared for each interview. He should know not only the specifics of the position he is recruiting for, but also the company's culture, its mission and vision. This knowledge will allow him to better match the candidate with the company. In addition, the recruiter should be trained in interpersonal communication so that the conversation with the candidate is not only substantive, but also enjoyable. In an era when the labor market is an employee's market, it is the candidate's experience during the recruitment process that can determine his decision to accept a job offer.

Errors in recruitment

Candidate experience - the key to success

Today's job market is not only an employer's market, but also an employee's market. That's why it's so important to ensure that candidates have a positive experience at every stage of recruitment. Studies show that candidates who had a positive experience during recruitment, even if they didn't get the job, are more likely to recommend the company to others. Analyzing mistakes in the recruitment process can help you assess the current situation.

Read also: 13 (unlucky) mistakes to avoid when writing a job ad



Recruitment is not only a process of hiring new employees, but also of building a company's image in the labor market. By avoiding typical recruitment mistakes and ensuring a positive candidate experience, we can attract the best professionals and build a strong team that will drive our company forward. In the digital age, where competition for talent is fierce, companies must be creative, flexible and open to change. Only then will they be able to attract and retain the best.


Fast Forward Solutions is a specialized boutique firm, a leader in the recruitment industry, focused on delivering results in the areas of IT, Engineering, Digital Marketing and Sales. Our unique and proven methodology, based on role profiling and Direct Search method, guarantees excellent results. Thanks to us, your company will gain access to the best talent, which will translate into increased sales, reduced costs and increased efficiency. Trust an expert - Tomasz Bożyczko, an experienced sales leader and founder of FFS

Sales Team Recruitment: The Key to Your Company's Success

Sales Team Recruitment: The Key to Your Company's Success

Sales Team Recruitment: The Key to Your Company's Success 🚀


Building a sales team from scratch is a challenge comparable to a captain assembling a crew for the first voyage. Nothing is certain in the business world, and the right crew can determine success or failure. As you embark on the adventure of assembling your first sales team, it pays to know the potential pitfalls. Drawing on tips from my personal experience as a longtime Head of Sales, then a C-Level Executive Search recruiter and one of the start-up sales experts Jason M. Lemkin, this article outlines the most common mistakes founders make and advises on how to avoid them.


🚀 10 Most Common Mistakes 🚫 when Recruiting Your First Sales Team and How to Defend Yourself Against Them.


1. 🤝 Sales Conducted by the Founder.

Before you think about hiring a sales team, you, as the founder, should be the first salesperson. Immerse yourself in the daily challenges, learn about your product and connect with potential customers. This is a priceless experience. Getting to know the customer firsthand will allow you to better understand their needs and customize your product offering.


2. ⏰ The right time to hire a Director of Sales (Head of Sales)

Hiring a Sales Director too early can be a costly mistake. His role is to scale and improve the sales process. Therefore, you must first have an established, repeatable sales process. Often companies make the mistake of hiring for this position too early, leading to unnecessary costs.


3. 👥 Hire people you would buy from yourself

Your first salespeople will set the tone for the entire sales operation. They should be people you identify with. Consider whether you would feel comfortable buying a product from them. If the answer is no, you may want to rethink your hiring decision.


4 🌍 Bet on diversity.

A diverse sales team brings in many prospects. Make sure you have a diverse team in terms of personalities and styles. In today's global business world, diversity is the key to success because it allows you to understand and serve different market segments.


5. 💰 Fair pay is key

Sales is a tough profession, and your representatives should be compensated accordingly. Nowadays, competition for talent especially sales talent is fierce, so offering a competitive compensation package is key to attracting and retaining the best.


sales team recruitment



6. ⌛ Respond quickly to poor performance

In the dynamic world of sales, time is of the essence. If your sales force is underperforming, a quick rethink of its role is necessary. Otherwise, you may lose valuable resources and miss business opportunities.


7. 👜 The role of the Sales Director

Your Sales Director should be a leader, not another salesperson. His or her main job is to lead the team, train new members and scale sales operations.


8. 📈 Experience of salespeople in your industry is important

While transferable skills are important, there is nothing like the industry experience of a sales person who really wants to work for your company. In the world of start-ups, where everything changes quickly, experience in a particular industry can be the key to success.


9. 🌟 Familiar company names of your potential traders are not enough

It may sound impressive to have a representative/sales person from a large, well-known company, but make sure he or she fits the challenges of your organization. Large corporations operate differently than start-ups, so it's important that your employees are flexible and ready to work in a dynamic environment.


10. ❤️ Keep Your Stars

Your best salespeople are priceless. Do everything in your power to retain them. In today's competitive job market, retaining top talent can be the key to long-term success.



Building a sales team is a combination of art and science. It requires intuition, strategy and a deep understanding of your product and market. Remember, the right team can determine the success of your start-up. Choose wisely and wish you smooth sailing! 🚀



Read also: The most common mistakes employers make during the recruitment process

Fast Forward Solutions specializes in IT | Engineering | Digital Marketing | Sales recruitment services . Our rigorous and proven methodology combines role profiling, candidate outreach through the Direct Search method and candidate assessment, complemented by consulting services. We provide guaranteed results, and quickly reach the best talent available in the market, so that any organization working with us will be able to increase sales, reduce operating costs and improve human resource efficiency, company valuation and investor confidence.

Tomasz Bożyczko is an experienced sales leader, president and founder of FFS

Why do people lie on their resumes?

Why do people lie on their resumes?

Lying on resumes has been a topic that has stirred emotions for years. An interesting study conducted in 2020 by the renowned Checkster company provides us with some answers. Their analysis shows that as many as 78% of job candidates misrepresent their qualifications in some way. This is surprising. The most common lies are about experience, skills and education. But why does this happen? The reasons are varied. For many, it's about trying to cover up shortcomings in experience. For others, it's about appearing in a better light to increase chances of employment. There is also no shortage of those who wish to hide certain gaps in their employment history. However, it is worth considering this phenomenon more deeply, as the risks associated with lying on a resume often outweigh the possible benefits.

Consequences of lying on your resume

When people choose to lie on their resumes, they often don't realize the consequences. One of the most important risks is loss of trust. If an employer discovers a falsehood, your reputation in the industry can be damaged. Worse, it could also make it harder for you to find a job in the future. And what if you have already been hired? Lying could result in immediate dismissal. In the long run, if you stay, your opportunities for promotion may be limited. But it doesn't stop there. In certain situations, lying can lead to legal consequences. Falsifying documents, such as diplomas, is considered fraud. As a result, if your lies bring losses to your employer, you could be held liable. Also, don't forget the impact of lying on professional relationships. Networking is crucial in many industries. If people find out about your dishonest behavior, they may avoid cooperation or recommendations. Ultimately, even if deception benefits you in the short term, the risk of losing long-term opportunities is significant. The consequences of lying on a resume are numerous. Why do people lie on their resumes? Despite the high risk, many still make this decision.


Best practices for resumes: Stand out without lying

When you're looking for a job, you want to stand out. You can achieve this without resorting to lying on your resume. Here are some suggestions:

  1. Highlight your authentic skills: Instead of making things up or twisting facts, focus on what you really can do. You may have unique competencies that are worth highlighting.
  2. Talk about achievements: Instead of focusing on day-to-day responsibilities, describe specific achievements. If you improved your team's productivity by 30% or introduced an effective solution that saved the company money - write about it!
  3. Clearly explain any gaps in your employment: If you haven't worked for a while, don't hide it. Explain the reasons and indicate what you were doing during that time. Maybe you completed courses that now add value to your professional profile.
  4. Be honest about your education: If you have not completed certain schools or courses, do not falsify this information. You can emphasize what you have actually acquired - even uncompleted studies bring certain skills and knowledge.
  5. References are key: Credible references from previous employers or co-workers can be very persuasive. Nurture good working relationships, and they can turn into valuable recommendations in the future.

Remember, your resume is your business card in the professional world. It is worth making it as credible and accurate as possible. Sincerity in the presentation of your professional profile can prove to be your greatest asset.



After a deep analysis of the question "Why do people lie on their resumes?" we see a multidimensional picture of the causes and consequences of this phenomenon. Lying on resumes often stems from a desire to stand out among other candidates, compensate for shortcomings or increase employability. However, while falsifying information may bring some benefits at first glance, the long-term consequences of doing so can be far more severe than anticipated.

Honesty in presenting one's career is not only an ethical standard, but also a key element in building lasting and positive relationships in a professional environment. In the digital age, where information is easily accessible and verifiable, truthfulness and consistency in a resume become more valuable than ever before.

Any attempt to manipulate or falsify data about oneself not only puts the candidate at risk of losing the trust of a potential employer, but also compromises one's reputation in the industry for years to come. Rather than risk it, consider presenting your skills, experience and achievements authentically, even if they don't seem perfect. After all, it is honesty, authenticity and a constant striving for improvement that are the foundation of long-term success in professional life.


Fast Forward Solutions - your source for top professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.


About the author: Tomasz Bożyczko

Tomasz Bożyczko is an experienced sales leader, CEO and founder of Fast Forward Solutions. His passion for recruiting and developing teams has contributed to the success of many organizations. Tomasz is an expert in hiring top talent and improving recruitment processes.

We hope these tips will help you create compelling job opportunities and optimize your recruitment process to attract the most valuable employees for your company.

GPT-4 Chat in Recruitment: benefits and challenges

GPT-4 Chat in Recruitment: benefits and challenges

What is Chat GPT-4?

Chat GPT-4 is the next iteration of the GPT model developed by OpenAI. The name "GPT" refers to "Generative Pretrained Transformer," a natural language technology. The GPT-4 model has more parameters than its predecessors, making it more advanced. Trained on a variety of texts from the Internet, it can generate answers, create content and deliver information. Despite its sophistication, it has no consciousness or emotion. It relies on data, so it can sometimes provide inaccurate information

GPT4 chat in recruitment

GPT-4 Chat in Recruitment. Nowadays, finding the right talent is extremely important for companies. Therefore, more and more companies are starting to use modern strategies and technologies to help source, evaluate and hire the right candidates. In the era of digitization, business processes, including recruitment, are becoming increasingly automated. Intelligent systems based on artificial intelligence (AI), such as ChatGPT-4, are playing a key role in transforming traditional recruitment methods. ChatGPT-4, developed by OpenAI, is one of the latest and most advanced natural language models that has the potential to revolutionize the recruitment process. In this article, I will discuss how using ChatGPT-4 in recruitment can benefit employers and candidates

Benefits of using Chat GPT-4 in recruitment processes

Artificial intelligence technology, represented by systems such as Chat GPT-4, among others, brings a new quality to many areas of business. In the context of recruitment, the benefits of its use are significant, although not without some challenges.

Process automation: One of the biggest advantages of implementing Chat GPT-4 in recruitment is the ability to automate multiple tasks. This makes it possible to speed up the selection process, filter candidates based on specific criteria, or respond more quickly to candidates' inquiries and concerns.

Objective evaluation: Artificial intelligence bases its actions on data and algorithms. This means that the evaluation of candidates is done without the influence of human biases, which can lead to fairer decisions.

Scalability: When a company needs to recruit on a large scale, AI-based tools such as Chat GPT-4 allow a large number of applications to be processed simultaneously while ensuring consistency and quality of assessment.

Saving time and resources: By automating certain processes and eliminating the need to manually analyze each application, companies can save valuable time and resources by focusing on the more complex aspects of recruiting.

24/7 Availability: Tools such as Chat GPT-4 are available around the clock, which means candidates can interact with the system at their convenience, without the constraints of traditional business hours.

Personalizing the process: With its analysis and learning capabilities, AI can tailor its approach to individual candidates, offering them a more personalized experience, which can increase their satisfaction and engagement with the recruitment process.

Practical applications of Chat GPT-4 in recruitment

1. create recruitment messages

ChatGPT-4 can help create recruitment messages and email templates that are effective and catch the attention of candidates. The algorithm can generate texts that are consistent and attractive to potential employees.

2. development of job descriptions

With ChatGPT-4, job descriptions can be created that are precise and well-matched to company requirements. The algorithm can analyze job data and generate texts that describe the duties, requirements and benefits of the position.

3. resume analysis and qualification assessment

ChatGPT-4 can analyze resumes and compare them with job requirements. This allows recruiters to quickly assess whether a candidate meets the requirements and is qualified.

4. generation of recruitment questions

The algorithm can generate recruitment questions that are tailored to a specific position and provide a better understanding of a candidate's skills and experience. This makes it easier to conduct effective interviews.


Challenges and considerations for using Chat GPT-4 in recruitment

  1. RODO compliance: One of the most important challenges is to ensure full compliance with the RODO (or relevant data protection laws in other jurisdictions). The company must ensure that any data processed by AI is adequately protected and that the rights of data subjects are respected.
  2. Ethics and transparency: Using AI in the recruitment process raises questions about ethics and accountability. Candidates have the right to know how their information is processed, what decisions AI makes, and how they can appeal those decisions.
  3. Bias and discrimination: There is a risk that algorithms, including ChatGPT-4, may unconsciously reflect and reinforce existing biases. This is particularly important in the recruitment context, where decisions about candidates may be based on unconscious biases.
  4. Dependence on technology: There is a risk that companies may become too dependent on technology and lose the human element in the recruitment process. It is important to always remember that AI should be a tool to support, not replace, human judgment and decision-making.
  5. Data security: Protecting candidate data is key. With the growing use of AI and other technologies, the risk of security breaches is increasing, which can lead to the exposure of sensitive candidate data.
  6. Unpredictability of AI: Although ChatGPT-4 is very advanced, there are still situations where its responses may be unexpected or inadequate. It is important for companies to be prepared for such situations and have a plan of action in case of problems.
  7. Costs and resources: Implementing and managing advanced AI systems can be expensive and require specialized resources. A company must carefully evaluate its needs and resources before implementing ChatGPT-4 in its recruiting process.



The evolution of technology, especially in the field of artificial intelligence, is shaping new opportunities in many business sectors. GPT-4 chat, one of the latest advances in natural language processing, has the potential to revolutionize the way we recruit. By using AI to automate, improve efficiency and personalize the process, companies can find the right candidates in less time, while improving satisfaction for both candidates and the HR team. However, like any tool, it has its challenges to consider when implementing it. The key is to apply the technology with proper discernment, considering both the potential benefits and challenges. As technology advances and AI becomes more involved in recruiting, understanding and effectively using tools like Chat GPT-4 will be essential for success in a rapidly changing business environment.

Fast Forward Solutions - your source for top professionals

Fast Forward Solutions specializes in recruitment services in the areas of IT, e-commerce, sales and marketing. Our rigorous methodology combines role profiling, executive search and candidate assessment, supported by consulting services. As a result, we guarantee efficiency and rapid acquisition of the best talent on the market. With our support, any company can increase sales, reduce operating costs, improve the efficiency of human resources management and strengthen investor confidence.