A good salesperson is worth the investment... I know this from experience.

Perhaps bring them on as a cofounder so there is skin in the game?

I work on the principle that anyone I hire should be treated as either a 
mercenary or an heir...

Mercenary: Disposable, employed on reputation, high goals with instant 
dismissal for non-performance,and most importantly well paid. You own the 
risk.
Heir: Strategic value to your business. Give them equity. Make them a part 
of your plan and give them input (even when it differs from yours)

A thought... Is this for Fortuna? If yes, then I wouldn't be approaching it 
as an IT sales role... Try to find an agent who understands the problem you 
are trying to solve. Industry relevance and quick time-to-rapport in your 
target market, not technical knowledge, is what closes deals. yes, they 
need to be IT savvy and understand your solution but its better if they 
deeply understand the problem itself.

On Tuesday, July 10, 2012 3:19:50 PM UTC+10, eagle wrote:
>
> Without a plush office and large staff numbers I feel I am unable to draw 
> the right people for an IT sales role. There is a "risk" and lack of job 
> security I guess. If I were to look for work I would not be joining a 
> startup unless I am desperate (so I don't blame them!). Is this a problem 
> others have faced and love to hear how you overcome this perception.
>
>
> Sujit Shah
> Founder
> www.freerealestatecrm.com | www.fortuna.com.au
>
>
> -- 
>  
> xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx
> "There must be ingenuity as well as intention, strategy as well as 
> strength. "
>  
>
>

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