Sales (Re)structuring & Selection in Aalst
Why here
There is one structural fault that recurs almost everywhere here: the quality step is not in the pipeline. Commercially everyone agrees, and then follows a run of specification sheets, samples, shelf-life and allergen questions and a supplier audit that can take quarters. Because that step has no stage of its own, the file stays parked at nearly-won and your forecast is structurally wrong. We turn it into a stage, with its own owner, its own exit criterion and a realistic duration. That is not an administrative tweak: it changes what you steer by and which files get attention. The second question is staffing. A lot of commercial talent from this area works in Brussels or Ghent, so a vacancy written around experience returns very little. We select more often on aptitude and behaviour and build the skill afterwards through training.
No list of offices — just honesty: we work remote-first and come on-site where it truly matters, by plane if that is what it takes. Travel costs are charged on.
Our approach
Per file from the past year we set the date it was commercially agreed next to the date something was actually delivered. That gap is usually wider than expected and makes the conversation concrete. We then fix the stages, with the quality step as its own stage and an exit criterion somebody else can verify. After that we test the model against whatever is currently sitting in the pipeline.
Frequently asked questions
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Our pipeline is full of files that have been nearly closed for months. Why is that?
Because in your market a commercial agreement is not an order. As long as the quality step has no stage of its own, a file stays parked where the salesperson left it, which is exactly the moment he assumed it was done. Naming that step, attaching an owner to it and agreeing a realistic duration removes the false certainty from your forecast and makes it visible which files are genuinely moving.
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We cannot find experienced salespeople here. What is the alternative?
Select on behaviour rather than on a CV, and build the skill yourself. In a commuter town you are competing for experienced profiles against employers in Brussels and Ghent, and that is rarely a fight you win on terms alone. What does work: testing candidates on a real calling round and a real objection, hiring someone who understands the market and still has to learn the conversation, and filling part of the role remotely or as a shared role so you can look beyond your own radius.
What you invest depends on what we build. The homepage says where it starts.
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