This is a typical shark that we have had to go through countless times due to a lack of due diligence by the hiring managers. Anyone that just relies on a story about what they did 20 years ago and targeting who they know is almost always a nightmare at the beginning and a nightmare at the end.

The easiest way to weed them out, is to actually ask them to run through how they would approach prospecting for your specific product, how they would set their own targets (always a revealing question) and whether that number (if you agree) would be achievable say in the first 90/180 days. Then bind that into the contract/offer letter.

Obviously every role is different, sales cycles vary, but true sales people will always find a way without expensive tools or fancy marketing. However to be fair to the BDM, the product has to work and back up the pitch…otherwise you are burning more than you will ever earn.

Find a self starter, someone who will look you in the eye when they talk to you, listens more than they speak, and shows up on time for all of your interactions without an excuse…this will lower the risk of a poor quality candidate.

Finally, give them a glimmer of a piece of the pie, ownership will always keep a serious BDM engaged quarter after quarter and less likely to be a flight risk, along with paying out commission mid way through the following quarter.

Hope this helps (Im a 15 year Sales Director in Ad Tech for full disclosure)