If you’re waiting for top sales and leadership talent to apply to your job postings, you’re missing out on the best candidates.
💡 The truth? The highest-performing professionals aren’t job hunting—they’re already successful in their current roles. They’re hitting quotas, leading teams, and delivering results, meaning they don’t need to look for jobs—but that doesn’t mean they wouldn’t consider a move for the right opportunity.
That’s why companies that consistently hire top-tier sales, management, and leadership talent don’t just sit back and wait for applications. They actively recruit passive candidates—people who aren’t looking but are open to the right offer if it aligns with their career goals.
So, how do you find, engage, and successfully hire these in-demand professionals? Here’s how.
Why the Best Talent Is Already Employed
1. Top Performers Are Always in Demand
The best salespeople and leaders rarely need to job search because they are recruited, not applicants.
✔️ They consistently hit targets and drive revenue
✔️ They have strong industry relationships
✔️ They get referrals and job offers regularly
💡 If they’re not looking, does that mean they won’t move? No. The key is understanding what would motivate them to consider a change.
2. What Motivates Passive Candidates to Make a Move
Passive candidates won’t leave their current role for just any offer. They need a compelling reason.
Here’s what typically gets their attention:
✔️ Career growth – Can they advance faster in your company?
✔️ Higher earning potential – Can they increase their compensation realistically?
✔️ Better company culture or leadership – Will they feel more valued and supported?
✔️ Improved work-life balance – Are they currently overworked or burning out?
💡 Understanding these motivators allows you to create an offer they can’t ignore.
How to Find & Engage Passive Candidates
✅ Step 1: Tap Into Your Network
- Your best hires come from referrals. Ask your top employees, customers, and partners:
“Who is the best sales rep or manager you’ve worked with?” - Great people know great people. Use those recommendations to start conversations.
✅ Step 2: Leverage LinkedIn & Industry Events
- Use LinkedIn search to find top performers in your industry.
- Engage before you recruit—comment on their posts, share industry insights, and build a relationship before reaching out.
✅ Step 3: Work With an Executive Search Firm
- Finding and recruiting passive candidates takes time.
- A search firm that specializes in the building products industry can identify, engage, and present top-tier talent.
✅ Step 4: Make the First Conversation About Them—Not the Job
- Don’t pitch a job immediately. Ask them:
“What do you love about your current role?”
“If you could change one thing, what would it be?” - Understand their career goals first—then align your opportunity with their needs.
✅ Step 5: Move Fast & Make It Easy
- Passive candidates aren’t desperate for a job. If your process is slow, they’ll lose interest.
- Streamline interviews and make your offer process seamless.
The Bottom Line: Recruiting Passive Candidates Wins the Talent War
If you want the best talent in building products, you can’t rely on job postings. You need to actively recruit passive candidates.
✔️ Know what motivates them before reaching out.
✔️ Use referrals, networking, and executive search to find them.
✔️ Make it easy for them to say ‘yes’ by moving fast and keeping the process simple.
✅ Need Help Recruiting Passive Talent? Book a Discovery Call with Rikka Brandon today!
