Thank you for taking an interest in Athlete2Business, we are grateful to have the opportunity to work with you.

A2B specializes in headhunting salespeople with an athlete mindset who have mastered CHEC:

🔥 Communication Skills – They articulate ideas clearly, inspire action, and foster trust.
🔥 Humble Confidence – Self-assured yet coachable, always striving for growth.
🔥 Emotional Intelligence – They know what to say, when to say it, and how to say it.
🔥 Commercial Awareness – Always two steps ahead, spotting revenue opportunities before anyone else.

We work with 3 types of athlete candidates:

1. Recently retired athletes – Typically have been professional athletes all their lives and are now transitioning into a new career. Most fit for entry level or early career sales roles.
2. Graduate student athletes – Competing at elite level in their sport (Olympic or world level) and completed a university degree at the same time. Fit for similar roles as above.
3. Former elite or semi-pro athletes with business/sales experience – Competed at the same elite level as above but have had extensive experience in sales. Most fit for mid-senior level sales roles.

All our athlete-candidates encompass the same traits – athlete mindset + CHEC.

Our fees:

For jobs with salaries up to $100k (inc super) we charge 15% of the salary.

$100,001 – $150k we charge 18%

$150,001 + we charge 21%

Deep dive into our athlete-candidates:

• They possess these attributes gained from sport + have strong communication skills, humble confidence, emotional intelligence and commercial awareness (CHEC)
• Our overarching motto is hire attitude, teach skill. We’ve got plenty of examples of where this has worked for our clients. To delve deeper into this, for experience of 3 years and under in sales and base salaries of under $80k we’ve found prior sales experience is irrelevant to future performance.
• When expectations are “prior sales experience is a must”, we only work with clients with a budget of $80k+ on base. Sales competence is more important than product/industry knowledge, so we’ll strongly suggest to open your mind to sales people from all industries, not just yours.

Our advice to you: 

• If you don’t have time and resources to train the sales person, don’t hire anyone without prior success in a sales role. Therefore, you need to be prepared to pay $80k+ on base.
• If you do have time to train and coach, you will most likely find a lot of success from above mentioned athlete-candidates #1 and #2.

Message from the founder: Key/Highly Important points to remember if we were to work together:

We don't charge up front. We work for FREE until we deliver the goods. We operate on a currency of TRUST!

I believe when there is full TRUST amongst capable professionals in a working relationship, it's always going to be a win/win outcome.

I am a family man with 3 kids and a mortgage. I have full belief when our process is followed, our clients will get the best outcome, once outcome is reached you will pay me and my family will be taken care of.

During the process of reaching this success outcome (finding you the best salesperson in the market) we work for free. I repeat, we work for FREE! Therefore if the below process cannot be followed, let's not engage each other.

The Process:

1. Once our terms are signed, we will run a 45 min - 1 hour briefing call.

Some questions we will ask you in our briefing call:

• Why is the role available/purpose of the role?
• What does success look like 3 month, 6 months and 12 months from now?
• What is your current sales process? How do you generate new business/upsell current clients?
• How would your current and past employees describe your culture?
• Take us through your onboarding process and ongoing training if applicable?
• What are the growth prospects for the business & the salesperson?

Read the structure of our full briefing call HERE.

2. Once we agree on what the ideal candidate looks like, my team and I will commit to a 2 week headhunting project. By end of these 2 weeks, we will aim to have a shortlist of 1-3 best candidates for you so you can interview them.

3. We expect you to acknowledge our shortlist within 24-48 hours and we'll organize candidate interviews. If you cannot respond within 48 hours, if you are too busy to interview candidates, let's not engage each other. Candidates might have other roles they're looking at, they will also judge your process and interest in them, the longer things take, the more likely you land 2nd best, as opposed to the best candidate. 

4. Once interviews commence, we will collect feedback from the candidate immediately post interview. We will also collect feedback from you within 24-48 hours. If you cannot provide feedback within 48 hours (ideally 24 hours) post interview, let's not engage each other, and explore this when it's a priority for you. 

5. Once we get to offer stage, we will give the candidate a verbal offer and conduct any negotiation if needed (if you'd prefer to do this part yourself, you are welcome to). At final/offer stages, we expect your communication to be prompt within 24 hours. Again, you don't want to get to this stage and lose the candidate due to delays. Also, as I said, we work for FREE - although it would be a waste of time for all parties, for me, it would be deadly! (3 kids, mortgage). When I commit to a job, I go all in! If you are unable to respond within 24 hours at final/offer stages, let's not engage each other.

Other key things to keep in mind:

- Our consultants don't work on more than 3 headhunting jobs at a time. Therefore, all our efforts (FOR FREE), will go into finding YOU the best candidate in the market. Not the best available - the best in the market - most of the time "the best" is not looking or available, but we will make them "be available" for you ;)

- If whilst engaging us, you will also search for someone yourself, don't engage us! Remember, you are outsourcing everything to us, so you can focus on what you do best! Without sounding arrogant, we headhunt better than you!

- If for any reason the role might be cancelled or put on hold during our headhunting/interview process, don't engage us! Remember, we work for FREE, so if you pull the role half way through, my kids don't eat and my mortgage is not paid and I will be mad as hell!

- Throughout the process, if we can't reach you, we will follow you up diligently. Remember, the longer things take, the more likely we lose the best candidate. We will call you, email you, text you, send a carrier pigeon. If whatever reason we don't reach you within 24-48 hours and we start following up diligently and you get pissed off by this, don't engage us.

Our post placement process:

- We will send the candidate some sales material to read and tips/resources on how to perform at optimal level.

- We will also send you an onboarding guide.

- We will send our invoice 7 days before the candidate starts and invoice payment terms are 14 days.

- If invoice is past due date, I will call you, text you, email you and send a carrier pigeon until the invoice is paid.

- We will check in with the candidate and you after week 1, week 2, month 1, month 2, month 3 and month 6. If other check ins are required outside those check points, we of course will do that. These check ins are important to ensure the candidate is happy and you are happy with their performance. We operate in full transparency during these check ins and will raise any red flags immediately.

If you TRUST us with the above process and we can TRUST you with the above process I guarantee a successful outcome! If the outcome is not a success 3 months post placement, we will then work for free until success. So again, essentially when there is TRUST, I am guaranteeing you success!

If you have any further questions about working with us or before our briefing call, please don’t hesitate to reach out to your representative from A2B or our broader team.