Scanway is a company specializing in 3D measurements, vision systems, image processing and remote sensing. It turns space technologies into useful and profitable solutions in terrestrial industrial applications.

Challenge

Scanway came to us with the need to hire a Sales Director. It was supposed to be the first salesman in the company, because until now the only people involved in sales were the co-founders. Due to the specificity of the space industry and its beginner level in Poland, there was a risk that we won’t find a suitable candidate for such a position. After analyzing the situation together, we decided to employ a person who instead of a Sales Director profile will have more in common with a Sales Engineer.

Solution

At the beginning, we analyzed the needs of Scanway and diagnosed what sales competencies are missing in the company. We have created the profile of an ideal candidate and recruitment advertisement, which we then distributed in several channels, including on job search websites as well as the client’s and Casbeg consultants’ network.

After Casbeg performed the second round of recruitment interviews, we decided to hire a candidate who had previously worked in a company cooperating with Scanway. The main advantage was the industry know-how and an extensive network of contacts. The entire recruitment process lasted just over 2 months.

Result

Thanks to working in the industrial sector and an extensive network of contacts, the newly hired salesperson generated a large number of new leads in the first months of work at Scanway, which effectively filled the sales funnel and then led to increased sales.

Onboarding

The first salesperson in the company is very important because his practices will later affect the work of more salespeople. After hiring, we’ve also helped the client with the onboarding process. It involved the preparation of a monthly action plan, including consulting regarding the use of sales tools and sales process optimization. Today, the salesperson in question is a completely independent employee.

case study