Salesforce Recruitment StrategySalesforce Recruitment Strategy

We develop a list of targeted customers and perform a survey on the customer’s greatest challanges and goals for the coming year and their purchasing needs. One of the biggest challenges facing your customers is lack of education on the cloud or how it can be implemented to solve many of their problems. A hybrid approach is usually the first step in moving the customer to the cloud. That’s why we use “reverse engineering” to find out which salesman from which firms have their respect and trust. We use a highly scientific approach and script when our team is pursuing this path to locate salespeople that these customers will buy from again and again.

We also use “hypergrowth” in which we recruit salesmen with 12 month pipelines in the $3,000,000 to $80,000,000 revenue range depending on products or services to come work for our clients. The advantage of the hypergrowth approach is that you can explode into the marketplace without having to build momemtum and you can also systematically dismantle the competition at the same time.  We have found that a large part of porting these opportunities rests on the 5-,10- or 20-year relationships of trust, knowledge and respect that the salesman has built with the CIO or Purchasing Team as a potential customer.

The Oxford Group is selectively taking on a few clients in which Oxford’s renumeration is primarily based on a revenue performance model.

The term Hypergrowth was coined for Sun Micro Systems’ strategy of infiltrating a sneak attack on the marketplace so quickly, that by the time the competition woke up, Sun Micro was the dominant player.

The Oxford Group has perfected a hypergrowth technique and with enormous success. Example: Oxford successfully recruited three salesmen with strong pipelines from two competitors that resulted
in the salesman being #1, #3 and #4 in the nation for their new employer after their first year. This effort grew a once stagnant division
from zero – $63,000,000 in less than a year.

In another case, Oxford recruited 11 of the top 20 salesmen out of a 1000 man salesforce in less than a year to yield a growth to $140,000,000 in a less than a year. Both of these companies saw astonishing revenue growth while dismantling the competition’s future revenue streams.  (We created another startup in just 90 days with a run rate equal to the fourth largest distributor for Matrix Telecom, the seventh-fastest growing U.S. company as rated by Forbes Magazine.)

Here’s how the technique works.

Phase One

We study the marketplace and the competition, which can be accomplished in 7-60 days depending on the complexity. To source the information, we use our insider track into the cloud marketplace,
including 16,000 Cisco VARS, our client’s competitors, customers, surveys to customers, and conversations competitor employees.

We can cut the cost of sales for our clients. In another case we evaluated a competitor to Cisco, we crafted a program that was approved by the Board of Directors. It cut their costs of sales down substantially from 29% to 26% compensation for our firm. It included our lifetime warranty on all candidates with a primarily revenue compensation model for The Oxford Group in the $6,000,000 range.

Phase Two

In some cases after analysis by both Oxford and the client, we determine the client is better to merge their company with a larger firm due to the cost of entry. At Oxford, we only fight the battles we know we can win. We do not fight battles that we think we can win. We have turned down healthy retainers/revenue from clients that wanted us to make the attempt regardless of outcome. Oxford’s reputation and track record of success is more important than any one opportunity.)

Phase Three

We will proceed with a recruitment effort once both the client and Oxford agree on the strategy. Oxford will place a team to either build a VAR network or recruit an entire sales team from selected competitors that have a 12 month pipeline of revenue in the $3,00,000 – $80,000,000 range that the salesman 
can bring with them to be pursued and closed by our client. The team will source the name of every salesman working for competitors selected by the client and create an organizational chart. We will then use our scientific process and script to uncover from the salesmen:

  • Their frustrations
  • Likes and dislikes of their current employer
  • The one last move they will 
make in their career
  • The accounts they currently have
  • Their 12 month pipeline of prospects
  • Confidential product development
  • New releases of product or services
  • Their company’s marketing plans
for the next 12 months
  • Rankings of all the sales people in the org chart by both industry or customer size, vertical sector and product line

Then we strategically recruit the candidates who can make the biggest impact based on several factors, including the client’s budget.


The Oxford Group will evaluate your firm to see whether you would be a candidate for our program in which our renumeration
is primarily based on a revenue performance model.

We have a motto. You name the company, city and position, and we will recruit one of the top three people in that company, in that city, and in that position in 72 hours. In 20 years, we have never failed to accomplish this task in any assignment. This technique was invented by Managing Director David Jackson, who started recruiting in 1987 and was the number one recruiter nationwide, in his fifth quarter in the business, working for a 20-year-old executive search firm.

For more information call 214 360 4000 or  email us at

To book an appointment with Oxford click on this link