A Recruiter's View on Standing Out

As a professional in B2B SaaS sales, it's easy to get caught up in metrics, job titles, and surface-level wins, however for recruiters and hiring managers it's not just about the numbers, it's how you talk about the numbers, how you explain your journey, and how you approach conversations.

We've identified clear signals from hundreds of qualifying conversations that help separate the good from the great. If you're serious about standing out and positioning yourself as a top-tier performer, here's what you need to know.

1. Greatness Is Hard to Spot on Paper Alone

We've learned that great candidates can't always be identified from a CV. Numbers can tell a story, but it's always essential for recruiters and hiring managers to have some context behind the numbers. The best candidates often emerge after a phone call, not before. The greatness lies in the depth of your answers, not just the results.

Great candidates can articulate their experience in a concise, confident, and emotionally balanced way. They don't ramble, fill space with buzzwords or fluff. Great candidates can articulate complex sales processes in a way that feels simple and grounded.

2. Communicate with Clarity and Confidence

In an interview, every answer counts. Strong candidates provide detailed responses without unnecessary waffle. They strike a balance and are careful not to take up more time than needed. There's a quiet confidence in how they speak and a tone that reflects control, emotional intelligence, and a deep understanding of their own career story.

3. Show, Don't Just Tell, How You Performed

If you've consistently performed well, avoid just quoting numbers. Instead, explain how you achieved those results and with what methodology. What was your approach to pipeline generation, deal progression, or managing stakeholders?

Great candidates can break down their largest deal. Details may include where the lead came from, the steps taken to win it, and how they navigated the close. They're not relying on being "in the right place at the right time." They can articulate the how, not just the what.

4. It's Okay If You Didn't Hit Target, Just Be Honest

One of the biggest misconceptions is that top candidates have perfect years every year. That's not realistic. New product launches, long sales cycles, challenging markets or territories are all variables that could contribute to why someone may not have hit their number.

What matters is how you talk about it. Excuses, blaming others, or being evasive are warning signs to recruiters and hiring managers. Instead, clearly explain the context and what you learned from a tough year shows self-awareness, accountability, and maturity.

5. Don't Hide the Truth

Lying about your current employment status, extending your tenure, or failing to explain short stints properly is never a good idea. For example, saying you're still at a company when you left a year ago isn't just a slight misstep; it undermines your credibility.

Layoffs happen, restructures occur, and sometimes companies aren't the right fit. What matters is the story. Be transparent and be ready to explain the reasoning behind your career moves.

6. Challenge and Question Your Interviewer

Top candidates don't just answer questions; they ask them. Showing an interest in company performance, culture and challenges shows that a candidate wants to know more about the opportunity. Great candidates don't shy away from discussing salary, stock options, and how success is measured.

Rather than being guarded, they engage in a dialogue, often probing and asking questions to qualify the opportunity.

7. We Look Beyond Salary, and So Should You

Salary alone isn't always an accurate reflection of a candidate's capability. Some great salespeople are underpaid because of the company they're at, the market they're in, or the structure of their package. That's why we try not to over-index on current compensation when assessing potential.

If you're hesitant to share salary details, explain why. The best candidates use the moment to ask the right questions: "What's the total comp structure? How are top performers earning? What are my options?"

8. Culture Fit Matters, and So Does Attitude

Hiring managers don't just want someone who can sell; they want someone they want to work with. Being overly pessimistic, cynical, or moany about previous employers raises alarms. No one wants to bring toxicity into their team.

Great candidates show emotional control, even when discussing challenging situations. They focus on lessons learned and maintain professionalism throughout.

9. CV and LinkedIn

Submitting a PDF export of your LinkedIn profile instead of a separate document might seem like an ideal shortcut, but it signals a lack of effort. A carefully curated CV is more than just a timeline; it's your pitch. It's how you take control of your narrative and guide your recruiter or hiring manager through your journey.

If you "don't have time" to assemble a proper CV, ask yourself: is this how you'd treat a high-value prospect?

10. Your Network Is a Signal of Your Quality

One of the strongest indicators that you're a great candidate? References from past managers who've brought you with them to new roles. If a former boss has hired you more than once, that tells us you're not just talented, you're trusted.

Take Aways

Whether you're actively looking or just passively curious, how you engage with recruiters and hiring managers can make or break your chances. Top-tier candidates don't rely on "Actively Looking" banners or vague interest. They're selective. They qualify the process and are ready to explain what they've done and how they did it.