TLDR; "Why finding an experienced, no training needed, cheap, low-maintenance, and ready to jump salesperson is a fantasy that’s costing you revenue."

I get the same question almost every week from business owners and sales leaders: 

“Victor, where do I find good salespeople? You know,...someone who already knows how to sell, doesn’t need much training, won’t cost too much, doesn’t require a lot of management… and is willing to leave their current situation.”

Lord! My head spins when I hear this. I get it. On the surface, it sounds perfectly reasonable. You’re busy running a business. You need production now, not projects. 

But let’s be honest about what you’re really asking for. 

You’re looking for a top-performing salesperson who is currently underpaid, under-supported, under-managed… and yet somehow still motivated enough to leave their existing role for your average compensation package and minimal oversight. 😜

Let's keep it a hundo... (hat tip to my Gen Zs + Alphas)

1. If they were truly that good, seasoned, self-managing, and delivering consistent results, why would they be available at a discount? The best salespeople have options. They stay where they’re well-compensated, well-supported, and challenged. 
2. The ones who are easy to hire often come with hidden costs: inconsistent habits, misaligned approaches, or a track record of bouncing when the next “easy” opportunity appears.
3. This mindset of hiring someone 'plug-and-play' who needs nothing from you is why so many companies stay stuck in a revolving door of mediocre sales talent and the hiring-firing cycle!
4. Lastly, great salespeople aren’t found in the wild fully formed. They’re built, or more accurately, attracted and developed inside environments that deliberately invest in them.

This is why I evolved my thinking around team performance into what I call my Talent Retention Framework. It’s built on five interdependent pillars that high-performing sales teams need to thrive (think of them like the structural supports of a house):

- Compensation: Fair, performance-driven pay that rewards value creation, not just activity.

- Culture: Clear expectations, accountability, and a belief that we win together.

- Camaraderie: Real connection and trust among the team.

- Contribution: Opportunities to make a meaningful impact.

- Challenge: Continuous growth, coaching, and stretch goals.

Skip any of these, and even strong hires eventually disengage or leave.

A Better Way to Hire and Build Sales Talent

Stop asking:  “Where do I find ready-made superstars?” 

Start asking: “How do I create an environment that attracts and retains good salespeople and develops them?”

Practical shifts that work:

1. Hire for coachability, grit, and alignment with your company's approach more than perfect experience. 
2. Invest in structured onboarding and ongoing training. Check out my Sales Velocity Academy (yes, shameless promotion, but it's real).
3. Build systems that reduce dependency on any one person; clear processes, playbooks, and regular coaching.
4. And the big one! Pay for performance and tie it to real value delivered, not just closing deals at any price.

Remember, the salespeople you want aren’t looking for a job. They’re looking for a place where they can consistently win, grow, and be fairly rewarded. When you build that kind of environment, the right people start finding you.

Sales unicorns don't exist! 

Stop hunting and start developing your own!

Your Turn...  

- Have you ever chased the “no training, low cost” salesperson only to regret it? 

- Or have you built a team the right way and seen the difference?  

Drop your experiences in the comments. 

Victor Antonio

BTW: If you're struggling to build or scale a predictable sales team (whether contractors, tech, or other verticals), DM me. Happy to share more on the frameworks or talk about customized training.