This was an interesting instance where our client wasn’t actively looking to hire a Sales Manager. However, our longstanding relationship with Carter Lumber has given us a thorough understanding of the types of candidates who do well there. They have tremendous trust in us, that we’re going after the right people. 

Whether we have an active search happening or not, we’re continuously exploring the talent market, identifying potential candidates who could benefit our clients. That was the case here, where we found an incredible individual who’d be a perfect fit for Carter Lumber’s sales team. 

In general, their main priority is someone being a good culture fit. If they don’t fit the company’s culture and values, it doesn’t matter how much money they bring in. They say what they mean and they mean what they say, and they need their people to do the same. Integrity is integral to their operations, and they only want to bring employees on who are people of their word. Most importantly, they want to hire people who do the right thing, not just the easy thing. 

Because industry networking is so important, we reached out to the management team closest to the candidate’s location. It can be hard to “transplant” even the best sales talent in a different location. Without the existing history, connection, and understanding of the market, it can be difficult to find success easily. We then asked if they had any openings for someone with that level of experience, and we were excited to hear they did. 

The candidate we presented to them was a manager from a competitor in one of their largest markets. The candidate has a $50+ million book of business and guaranteed annual sales from trusted contractors he’d worked with for over two decades. 

He’d felt discontent in his role for a while, knowing he had a seat at the decision-making table due to his tenure and experience, but that he didn’t really have a “say” in the company’s strategy. The role Carter Lumber offered him, a Sales Manager title, would offer him full reign and autonomy in his market, the team he managed, and how they were trained. He’d get to tap into leadership and strategy in a way he couldn’t previously. 

There was one hiccup: he had a non-compete. However, while some companies see a non-compete as an impossible barrier, we’ve worked around them before. In this case, we found a way to adjust his responsibilities to not conflict with his non-compete until it expired. It was very much an investment in Carter Lumber’s future, knowing the value he could bring to the company would skyrocket once free of his former obligation. 

This placement came with an unexpected perk: the candidate they chose had a son-in-law in the business as well. Under his tutelage, the son-in-law learned enough to become a star salesperson in his own right. He was willing to leave the competitor they worked for as well. So instead of one qualified sales professional, Carter Lumber ultimately came away with two. 

Dozens of filled roles in, we’re still placing high-quality talent with Carter Lumber. Whether it’s actively searching for open positions or seeking general talent in the marketplace, we strive to help them continue finding success. 

Experience a faster, smarter, smoother search.

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