How BRIX Completed a Sales Training Search in the Home Improvement Industry

Written by: Andrew Henke

The Search – National Sales Trainer for a Home Improvement Organization

Earlier this year BRIX completed a search for a client looking to hire a National Sales Trainer within the home improvement industry with a yearly revenue of $100,000,000+.

Our client needed someone with proven experience in a one-call-close sales environment. Someone who understood in-home sales, could train and develop salespeople, and could help improve performance across the organization.

That type of person is usually not actively scrolling job boards.

The Challenge

In today’s market, top performers are often not actively looking for a new role.

They are busy performing in their current position, leading teams, training reps, running appointments, and helping their current organization grow.

For this search, our client needed someone who was already operating at a high level within the industry.

That meant our team had to go directly into the market and create conversations with passive candidates.

Our Approach

During the search, BRIX reached out to and spoke with 138 individuals who had relevant experience in sales training, sales leadership, and one-call-close home improvement sales environments.

These conversations did not come from paid ads on Indeed or candidates submitting resumes through job boards.

They came from proactive recruiting.

Our team conducted heavy research to identify individuals currently in these types of roles, leveraged past relationships, asked our network for referrals, and used multiple outreach channels including phone calls, text messages, email, LinkedIn, our website, and direct industry outreach.

In today’s world, it is no surprise that people do not always answer their phones. That is why recruiting passive talent requires more than one message, one call, or one avenue of outreach.

It requires persistence, creativity, and industry knowledge.

Understanding the Opportunity

When recruiting passive candidates, it is not enough to simply tell someone there is an open role.

A recruiter needs to understand the ins and outs of the organization, the exciting parts of the opportunity, and the areas of improvement this position is being brought in to solve.

For this search, our team spent time upfront with the client to understand their vision for the role, the challenges they were looking to fix, and the type of leader who would make the biggest impact.

That allowed us to speak clearly and honestly with candidates about the opportunity, while also building real excitement around what this role could mean for their career.

Narrowing the Field

After casting a wide net and having meaningful conversations across the industry, our team narrowed the search down to five candidates who closely matched the client’s needs.

This was not just about matching keywords on a resume.

It was about understanding each candidate’s background, leadership style, sales training experience, career goals, and whether this opportunity truly aligned with their next step.

Our goal is not just to put candidates in front of a client who fit the job description.

Our goal is to present candidates who fit the role, understand the opportunity, and see long-term alignment with the organization.

Managing the Interview Process

Throughout the interview process, our team stayed heavily involved.

We facilitated feedback, stayed in constant communication with the candidates, and continued to make sure both sides were aligned on expectations, goals, compensation, and long-term fit.

That communication matters.

By the time an offer was made, both the client and the candidate were excited to move forward.

The BRIX Recruiting Process

This is how BRIX approaches every search.

We do not rely on job boards and hope the right person applies.

We proactively go into the market, cast a wide net, create conversations, understand our client’s needs, and identify the right people for the opportunity.

Then we help tell the story of the role in a way that creates energy, excitement, and alignment with the candidate.

That is how you find talent that is not sitting on job boards.

That is how you create long-term fits.

That is how BRIX recruits.