Sales is a tough business. We have all heard the stories on both sides of our community. The employer who runs into an endless wall of pitches from recruiters, or the recruiter who gets zero responses to her emails and phone calls.
We want to bring more speed, trust, and transparency into the hiring process.
How? Through our sales process.
We thought it might be interesting to share a bit about how we think about recruiting and what it takes to get an employer on board with Lundi.
Lundi works with Fortune 500 and venture-backed companies.
We’ll focus on what we refer to as a sales funnel. First, we need to get in touch with an employer, then we need to convince them that Lundi is the best place to order third-party search using artificial intelligence. Then we need to convince them that the recruiters they will work with are the best match for them, followed by rounds of technology integration meetings in order to connect to the employers HR system and finally, that they should sign a contract with us.
Our sales cycle typically starts with our global head of sales reaching out to relevant corporations in a given geography or industry.
We have been working hard to build a world class sales process. Sales is a hard thing to do, but we are at a point where we are very efficient and effective. In fact, we are 50% faster than our nearest competitor and 3x faster than the average Enterprise SaaS company. I will go over some of the steps in our sales process that most people don’t pay attention to and how they will impact you and your team.
Our sales process has four steps:
1. Initial Phase:
We meet with the employer to understand the position(s) they are looking for. We also identify the location and number of available recruiters to ensure that we have the right number of people to support the employer.
2. Platform Evaluation Phase:
We run simulations of the recruitment processes using Lundi for employers in multiple locations simultaneously. We provide access to a demo version of Lundi for employers, but at this stage we do not allow the employer to post live jobs.
3. Requisition Evaluation Phase:
This is our final stage to decide if an employer is a good fit for Lundi. We ask the employer to provide all open job profiles, and we conduct a thorough analysis to confirm marketplace fit. We review all profiles and recommend which type of profiles the employer can move forward with.
3. Contract Negotiations:
We negotiate with employers to establish a commitment about how many jobs they will give to Lundi recruiters, and to get the most fair commercial terms possible for everyone involved. Once both parties agree, the employer can submit it to us for approval.
4. Systems Integration:
Our engineering team works together with the employer’s IT department to connect their human resources or applicant tracking systems directly with Lundi, so jobs and candidates can be synchronized automatically.
5. Employer Training and Launch:
We conduct training sessions with hiring managers on best practices for using Lundi to fill jobs. Once everyone feels comfortable, we open access to post live jobs and we’re off to the races.
During the sales process, employers often ask questions like:
How do we know which recruiters in our area to hire?
How do we know that our needs are unique and niche enough that it makes sense to work with a platform like Lundi?
How do we know the quality of the recruiters we’ll get on Lundi?
How quickly will we get the talent we need?
Each of these questions is important for a business to ask, and they all have essentially the same answer: