Sales (Re)structuring & Selection in Ghent

Why here

The most common pattern in the Ghent research economy is a company that grows while the founder sells and flattens the moment he cannot. The knowledge that makes it work sits in his head: which question he asks second, which objection he removes before it lands, why he lets a prospect go after ten minutes. We extract that first, because without it you hire someone who has to rediscover from scratch how selling works here. Then we design stages that suit this type of sale. A quote is rarely the milestone; a scheduled evaluation or a pilot is, and it gets its own exit criterion. Only once that stands do we look at people. The role profile follows from the process, and in a market where the buyer is an engineer or a researcher, we select for the ability to hold that conversation on substance.

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

The conversations the founder runs come first, and we write down literally what he does, including what he leaves out. At the same time we walk back through the past year's deals to see where prospects dropped out most often and why. From that comes a stage model in which evaluation and pilot are steps with definitions of their own. At the end you have a role profile with a selection assignment attached: a real conversation about your proposition, not an interview about experience.

Frequently asked questions

  • When is the right moment to hire our first salesperson?

    When you can explain why a customer buys and why another walks away, and that is written down. Hire earlier and you are paying someone to do something nobody can yet describe, which is why a first commercial hire so often fails. Two or three repeatable deals with the same qualification are enough to start; full certainty never arrives.

  • Our previous commercial hire did not last the year. What do you do differently?

    We first look at whether it was the person or what they walked into. Usually such a hire gets a market with no qualification criteria, a cycle measured in months and no intermediate step to score on; then leaving is only a matter of time. So we build the process before recruiting, and we test candidates in a real conversation with a technical objection in it, so you hear beforehand whether it fits.

What you invest depends on what we build. The homepage says where it starts.

See the ways we work together

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