When JS-Group Oy set out to find a new sales manager / account manager, they set the bar high. The goal wasn’t just to fill a position, but to find the best possibile fit. Turnkey industrial projects, such as process upgrades in the food industry and demanding tank projects, require a salesperson with a unique combination of skills: technical credibility, the ability to understand the customer’s needs, and a long-term approach to large investment projects and their financial planning.
Choice partnered with JS-Group in hybrid recruiting a sales manager / account manager, ensuring that the new growth drivers would align seamlessly with the company’s ambitious growth targets.
Choice began the project by identifying the key competencies and the work persona profile that would ensure a specialist’s success in an industrial environment:
Technical solution sales: Salespeople must understand the principles of stainless steel (HST/RST) and aluminum processing in order to offer customers suitable solutions.
Building trust: Leading companies buy from leaders they trust. Choice’s task was to find individuals whose communication skills and professional expertise would build this trust from the very first meeting. In JS Group’s complex organization, the salesperson’s role is always more than just making a sale.
Understanding the operating environment: Customer-centricity means the ability to operate comfortably in the midst of factory production.
With Choice, we found exactly the kind of people who know how to turn technical excellence into customer value.
CEO of JS Group
The role of Sales Manager at JS-Group was filled using Choice’s hybrid recruitment process, which combines premium-level direct search (Headhunting) and hyper-targeted marketing campaign:
a data-driven marketing campaign for the job posting,
direct search and contacting,
a comprehensive talent assessment in the final stage and
measures to support practical onboarding
It was known that experienced sales professionals were not necessarily actively looking for work. Based on this information, hybrid recruitment was selected as the service model.
1. JS-Group’s strengths as an Employer
The best salespeople are often already employed and satisfied with their current situation. They’ve built a strong portfolio and earn a decent living. We didn’t just post a job ad; we also sold the JS-Group story to candidates through direct outreach: a stable company founded in 2007, with its own modern factory and a reputation as a respected partner in the industry. We were able to spark the interest of passive candidates by highlighting JS-Group’s flexibility and the support provided by our team of experts.
2. Comprehensive talent assessment utilizing a norm group of Nordic sales professionals
We used in-depth aptitude assessments in the recruitment process to ensure that candidates possessed, among other things: the necessary drive to acquire new clients, an analytical approach to specifying complex proposals and turnkey projects in collaboration with the team, and a cultural fit with JS-Group’s team of approximately 70 professionals.
3. Wide experience in the sales field and roles
The Choice team consists of recruiters who have themselves served as managers and leaders. We immediately understood JS-Group’s management’s expectations for sales growth, how the new sales manager would impact the company’s overall results, and how important it was to ensure the salesperson’s swift onboarding into this demanding industry. However, prior direct industry experience in the steel sector was not required, though experience in technical sales was identified as a critical skill.
Thanks to this successful recruitment, JS-Group has been able to strengthen its position and growth in a competitive market and continue its successful work with clients.
Recruiting a sales manager wasn't just about choosing the right person; it was an investment in the future and in growth!
CEO of JS Group
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