How a Briefing Call with Me Works (So We Nail the RIGHT Hire Faster)

Thank you for choosing to work with Athlete2Business to find your next sales superstar.

Time is money, especially in sales.

So when we jump on a briefing call together, the goal is simple: extract the right info, align fast, and get to work.

That means no fluff, no fishing, and no wasting time on things that don’t move the needle.

Here’s how the call runs and what I’ll ask, broken down into the key areas that matter.

The Role

This section is all about understanding why this role exists, what success looks like, and what kind of sales motion we're hiring for.

I’ll ask:

• Why has this role opened up?
• Is it for new business role, managing current accounts, or a bit of both?
• Is it a 360 sales role, or do you have SDRs/marketing support?
• Who is the salesperson targeting? What does your ICP actually look like?
• What are the key success metrics?
• Is the role office-based, hybrid, or mostly field-based?
• What does success look like 12 months from now?
• What do you expect in the first 3 months? First 6 months?
• What does your onboarding process look like? How hands-on can you or your team be?
• What’s your ideal start date?
• If we found the right person tomorrow, how quickly could you move?
• Is this an urgent hire or more of a strategic search?

The Product & Team

Here we dig into your team setup, the product’s value prop, and what type of salesperson thrives (or crashes) in your world.

I’ll ask:

• Size of your current sales team — what’s worked well in the past? Your average tenure?
• What habits or behaviours have your best performers had?
• Why does your product or service exist?
• Why do clients buy from you?
• What’s the core problem you're solving?
• What are the most common objections you face?
• Who are your key competitors?
• How would you describe your culture?
• What have you liked and disliked about previous sales hires?
• What’s your leadership style?
  (Open/transparent? Stay-close/high-touch? Flexible/high-trust?)

The Salesperson

Now we get clear on who we’re targeting, what budget we’re working with, and what kind of profile is actually going to stick and perform.

I’ll ask:

• What’s your budget + potential OTE? What’s the commission structure?
• Are we targeting early-career, mid-level, or seasoned senior talent?
• Are you open to tweaking the package to attract the right person?
  (E.g. high base/low comms, or low base/high comms?)
• Are you after a hunter (new biz) or a farmer (account manager)?
• Must they come from your industry, or are you open to high-performers from outside?
• How important is CRM usage, and which parts matter most to you?
• What does progression look like in this role? What’s the longer-term path? Why work here?

Communication Style & Interview Process

This is arguably the most important part of the call. Why? Because this is where deals are made or broken. If we’re not aligned on comms and process, great candidates fall through the cracks.

I’ll ask:

• How many interviews are you planning to run?
• Who else is involved in the hiring decision?
• Is there anyone else I should loop in early to avoid bottlenecks later?
• What’s the fastest and most efficient way to communicate with you?
  (Email? Text? Call? Slack? WhatsApp? Carrier Pigeon?)
• What’s your ideal turnaround time on CVs, interviews, and offers?
• In case things get busy, how comfortable are you with me following up via phone, text, email or carrier pigeon?
  (Very comfortable / Comfortable / Once a day is enough / Don’t hound me / Everything’s fine except for the pigeon)
• If I rewrote your job ad to actually attract the right person, what are the 3 most important things you’d want me to highlight?
• What part of your company story do you want candidates to feel, not just read?

Why This Matters

When we run a tight, well-structured briefing call, here’s what happens:

• I can pitch your business and the role with conviction
• You get better-aligned candidates, faster
• We avoid the classic post-interview “that’s not what I expected”
• And together, we make sure this hire isn’t just a quick win, it’s a long-term success

We all agree on next steps and clear expectations on what the right hire is and process to find that person.

Remember, we don't charge $$$ upfront for our work, we charge and operate on TRUST! You and I then go all in on that TRUST - we follow the agreed upon process and brief, we find your ideal fit, we then charge $$$ and going forward have a long-standing TRUSTWORTHY working relationship.

Looking forward to working with you.

The Athlete2Business Team