When recruiting candidates with an established book of business, you’re not just filling a role—you have to offer a transformative opportunity. These professionals have a history of success but often face non-competes or non-solicitation clauses that limit their ability to carry over their client base. The key is to present your company as a launchpad for a new chapter—a place where fresh resources, mentorship, and a supportive structure empower them to build a thriving future.
A New Beginning
Sometimes, the end of one chapter is just the beginning of another. When recruiting candidates with an established book of business, highlight that joining your team means more than a new job.
- Fresh Resources: Explain that while they may not bring their existing book, they’ll gain access to an entirely new suite of tools, budgets, and marketing collateral designed to help them succeed.
- Mentorship and Structure: Emphasize the guidance they’ll receive from seasoned professionals. A clear, supportive structure can ease the transition and accelerate their ability to build a new network.
- Incentives that Reflect Growth: Consider a pay structure that scales as they rebuild their book of business, along with a signing bonus to ease the initial transition. This sends a message that you’re investing in their future rather than expecting immediate results.
Interviewing
When interviewing candidates with an established book of business, your questions need to dig into what made them successful before—and what support they believe can help them do even better now. Ask questions like:
- What support systems did you have in your previous role?
This helps you understand what tools or resources they value most. - What collateral, budget, or resources helped you close deals?
Their answers will shed light on the environment they thrived in and what they’re looking for in a new opportunity. - How could our approach make selling easier for you?
This question not only evaluates their adaptability but also reinforces the strengths of your company’s offerings.
These questions reveal the candidate’s past successes and their vision for the future.
Engagement
It’s essential to market your opportunity as one tailored for someone whose success hinges on a professional network built over the years. Are you looking to hire salespeople or production team members who rely on that network? Your message should be clear: you’re offering a change that respects their history while providing a platform for new success. Here’s how to engage them:
- Transparent Communication: Be upfront about the challenges and opportunities. This isn’t your typical role, and the shift in environment will require an open mind.
- Showcase Your Strengths: Explain why your product or service is easier to sell than what they’ve been used to. Demonstrate how your company’s tools, resources, and support systems can help them hit the ground running.
- Storytelling: Use real examples or case studies that show how other candidates have thrived after making a similar move. Authentic stories resonate deeply.
A word of caution: this approach will require extra effort. Convincing someone to leave a familiar territory isn’t easy—it takes honesty, conviction, and the ability to show that your fresh start is both viable and promising.
Retention
Once they’re on board, the work isn’t done. Keeping them engaged means continually providing the support they need to rebuild their business from scratch:
- Ongoing Mentorship: Maintain regular check-ins and provide access to experienced mentors who can offer guidance.
- Adaptive Incentives: As their book of business grows, ensure your pay structures and bonuses evolve with their success.
- Clear Growth Trajectories: Share a vision of where they can go within your company. Many leave their previous roles due to a lack of upward mobility or feeling overburdened without proper support. Paint a picture of a role where their efforts are recognized and rewarded.
In our experience, candidates often move on because they feel trapped—without leadership opportunities or the necessary tools to excel. By addressing these issues head-on, you attract the right talent and set them up for long-term success.
Conclusion
Recruiting candidates with an established book of business means offering more than just a job—it means providing a gateway to a new era of professional success. By focusing on a fresh start, complete with the right support, resources, and mentorship, you can win over talented professionals ready to write the next chapter of their story.