# Three Non-Negotiable Criteria for Hiring Your Startup's First VP of Sales Evaluating recruiting history, deal size alignment, and founder conviction in early executive hiring. - **Source:** [SaaStr](https://www.saastr.com) - **Published:** 2023-07-01 - **Topic:** [Sales & BD](https://brifing.si/c/sales) - **Original article:** - **On Brifing:** https://brifing.si/s/7ea5cac7-2e68-4517-80dd-8bb285fc93ac ## Refining Executive Hiring Criteria Early-stage founders often struggle when hiring their first VP of Sales. Drawing from over a decade of observations at SaaStr, Jason Lemkin boils this critical decision down to three non-negotiable requirements alongside common pitfalls founders must actively avoid during the recruitment process. ## Proven Track Record in Recruiting A viable sales leader must have personally recruited at least two or three quota-crushing representatives before. Inheriting an existing team or being an individual top performer does not translate to recruiting ability; scaling from two to thirty reps requires direct, proven talent acquisition experience. ## First-Week Executive Impact An exceptional VP of Sales demonstrates immediate hiring leverage by pulling in two to four top performers during their initial weeks. They quickly identify essential existing talent, systematically manage out underperformers, and immediately jump directly into pipeline-defining enterprise deals to secure critical early revenue. ## Alignment on Average Deal Size Closing a three-thousand-dollar annual contract requires an entirely different operational playbook and sales cadence than navigating thirty-thousand or three-hundred-thousand-dollar enterprise deals. Founders must hire a sales executive who has repeatedly closed deals precisely within their startup's specific target price band. ## Founder Intuition and Conviction Founders must maintain at least ninety-five percent gut conviction before extending an offer. Hiring solely based on impressive brand logos or polished presentation often masks fatal gaps; founders who closed early deals themselves can generally identify when a candidate lacks genuine execution ability. ## De-emphasizing Industry Domain Expertise Founders routinely overvalue specific domain knowledge, yet product nuances can be mastered in several weeks. Conversely, mastering the structural mechanics of building high-velocity sales pipelines at specific price points requires years of operational experience that cannot be easily trained on the job. ## Accepting Specialized Tactical Profiles No sales leader excels equally across all sales motions, such as inbound velocity, outbound hunting, small deals, and large transactions. A leader specialized in ten-thousand-dollar transactions rarely executes million-dollar enterprise sales effectively; teams must optimize specifically for their core customer's typical buying process. ## Navigating Team Consensus Trade-Offs Unanimous internal alignment around an executive candidate is unrealistic during early-stage hiring. Internal stakeholders frequently fixate on candidate weaknesses or demand unrealistic resumes. While founders can accept stretch profiles on secondary competencies, compromise on recruiting track record and deal-size fit is fatal. ## Sources covering this story - https://www.saastr.com/two-important-things-look-hire-first-vp-sales/ — --- _Summary written by Brifing from the original reporting. Copyright in the original article belongs to its publisher; read the full piece at the link above._