At SaaS Talent, we specialize in building high-performance teams for SaaS companies, and one of our standout case studies comes from our work with OpenBOM, a SaaS company serving the manufacturing industry.
In this case study, we’ll walk you through the challenge OpenBOM faced, how we approached the situation, and the incredible results that followed. This story highlights how our proven recruiting process helped them build a winning sales team that’s driving real business growth.
The Challenge: Expanding the Sales Team to Meet Growing Demand
OpenBOM had a unique problem: a 60,000+ warm leads list full of companies that had already expressed interest in their software, but no sales team to follow up and close those deals before the leads went cold. Their goal was to expand their sales organization in the U.S. to make sure they could convert these leads into paying customers.
Specifically, OpenBOM needed to hire:
- Two Sales Development Representatives (SDRs) to generate new meetings and opportunities.
- One Account Executive (AE) to close deals and drive revenue.
The catch? They needed candidates who had specific experience in or around manufacturing. This could include:
- Previous experience selling software into the manufacturing industry,
- Direct experience working in manufacturing companies,
- Or even engineering backgrounds (like mechanical or industrial engineering degrees).
The hiring process required a clear understanding of manufacturing terminology and the ability to communicate with technical buyers. OpenBOM’s ideal candidates had to be comfortable navigating a specialized sales environment and demonstrating technical expertise in conversations with prospects. They needed a partner who could find these highly specific candidates quickly and efficiently.
Our Approach: A Proven, Hyper-Targeted Recruitment Process
At SaaS Talent, we understand the importance of finding the right fit for specialized roles. To meet OpenBOM’s needs, we executed our hyper-targeted recruiting process, one that’s designed to deliver not just resumes, but top-tier candidates who can make an immediate impact. Here’s how we approached the challenge:
1. Deep Discovery: Understanding OpenBOM’s Needs
We began by conducting a deep discovery phase, partnering closely with OpenBOM to understand their market, their sales motion, and the nuances of what “manufacturing background” really meant for their business. By collaborating with OpenBOM’s team, we gained a clearer understanding of the skills and experience that would allow new hires to thrive in their sales roles.
We also took the time to study the product and target market, learning how their software fits within the manufacturing industry and what challenges prospects face. This allowed us to craft a more tailored approach to finding candidates who could easily relate to and address the pain points of potential customers.
2. Tailored Job Descriptions: Attracting the Right Candidates
Once we fully understood the client’s needs, we crafted tailored job descriptions designed to resonate with candidates who already had an understanding of the manufacturing world. We needed individuals who could “speak the lingo” and connect with prospects on a technical level.
The job descriptions were carefully written to highlight the specific experience required, such as experience in manufacturing sales or engineering, and emphasized the importance of being able to build rapport with technical buyers.
3. Hyper-Targeted Outreach: Reaching the Right Candidates
With our job descriptions in place, it was time to reach out to potential candidates. We executed hyper-targeted outreach using automated LinkedIn and email sequences, designed around the profiles of ideal candidates. Our recruiters hunted specifically for individuals with direct or adjacent manufacturing experience, focusing on individuals who had already demonstrated success in similar sales roles.
We didn’t waste time reaching out to people who weren’t a good fit; instead, our outreach was highly focused on candidates who looked like a natural match for OpenBOM’s needs before we ever sent a message.
4. Rigorous Screening: Ensuring the Best Fit
Next, we moved on to a rigorous screening process to ensure that the candidates not only had the right experience but would also fit into OpenBOM’s unique culture and sales process. Our screening process included:
- Pre-screening questions to assess sales skills, manufacturing knowledge, and cultural alignment.
- Video interviews to evaluate mindset, personality, and communication skills which is crucial for connecting with prospects in a technical space.
- Ensuring English fluency and confirming that candidates could manage a full sales cycle, as these were non-negotiables for success in the role.
Our goal was to ensure that only the most qualified candidates, who could hit the ground running and deliver results, made it through to the final stage.
5. Shortlist Delivery: Presenting Interview-Ready Candidates
After going through hundreds of candidates, we were able to narrow it down to a handful of highly qualified candidates who were not only interview-ready but also aligned perfectly with OpenBOM’s needs. These candidates were fully vetted, and we made sure they were prepared to make an immediate impact in their new roles.
We then delivered this shortlist to OpenBOM, ensuring that each candidate was a strong fit for both the technical requirements of the role and the sales culture of the organization.
The Results: A Sales Team That Delivers Results
The results were nothing short of remarkable. OpenBOM now has a stronger sales team with the right mix of skills and experience to help them reach their goals. Here's what we were able to deliver:
- Two SDRs were hired with proven manufacturing sales experience. They are now booking consistent meetings and building a robust pipeline of opportunities for the team.
- One AE was hired with full-cycle sales experience in selling to manufacturing companies. This individual is now closing deals and contributing significantly to OpenBOM’s revenue.
With the new team in place, OpenBOM is seeing stronger product-market fit, increased customer acquisition, and accelerated revenue growth.
Why It Worked: Our Process Delivers More Than Just Resumes
What makes SaaS Talent’s recruiting process so effective?
It’s simple: we don’t just focus on finding resumes. Our process is designed to build high-performing teams. By combining a deep understanding of our client’s business, a hyper-targeted approach to outreach, and a rigorous multi-stage screening process, we delivered candidates who could:
- Connect with technical buyers in the manufacturing space.
- Build trust with prospects by understanding their pain points.
- Close deals and drive revenue growth.
OpenBOM now has a stronger go-to-market engine, particularly in the U.S., and they were able to achieve this with cost savings compared to building the same team domestically. By leveraging SaaS Talent’s expertise, they built a highly efficient and successful sales team without the significant overhead costs typically associated with hiring in the U.S.
The Bottom Line: Accelerated Revenue Growth
Not only are the hires performing exceptionally well, but the results speak for themselves. OpenBOM has seen significant revenue growth since hiring the new sales team, and they’re incredibly pleased with the quality of the hires we provided. In short, cost savings plus high-quality hires equals accelerated revenue growth.
The key takeaway here is that finding the right talent is more than just filling a position, it’s about making a strategic investment in your team. When you partner with SaaS Talent, you get more than just candidates. You get a team that’s built to drive your business forward.
If you’re looking to build a winning sales team like OpenBOM did, get in touch with us at SaaS Talent today. Let us help you find the talent you need to grow your business and reach new heights.
At SaaS Talent, we’ve spent over 10 years helping hundreds of SaaS and tech companies scale smarter through strategic talent acquisition and growth coaching. From early-stage startups to enterprise leaders, we’ve encountered every challenge and found the solution. As the most flexible and results-driven SaaS recruiting agency across the United States and Latin America, we combine deep market expertise, proven playbooks, and a powerful network of elite professionals to help you build the right team at the right time. Whether you need a fractional CMO, RevOps leader, or a full go-to-market (GTM) team, we deliver the talent and strategy that accelerate growth. When it comes to scaling SaaS, no one does it better or faster than SaaS Talent.
Connect with Michael C. Bertoni on LinkedIn. If you would like to learn more about how SaaS Talent can help you scale your business, set up a Free Strategy Session with us by clicking here, or set up a meeting using the calendar below.