Recruitment Process Audit for Sales Departments

A recruitment process audit for a sales department is an independent check of how you attract, select and onboard sales managers: vacancies, job channels, interviews, costs and onboarding, finished with a written report and specific changes.

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In short

The audit suits companies with high turnover in sales or vacancies that stay open for months.
We check every stage: vacancy text, channels, responses, interviews, offer and onboarding.
A mystery candidate goes through your process to see it the way applicants do.
You get a written report with the problems found and what to change first.
The cost depends on the number of vacancies and stages to check.

What the audit includes

Employer brand check. Your website careers section, social media pages and reviews that applicants see before they reply.
Vacancy analysis. Requirements, pay and conditions compared with similar vacancies on the market, and the quality of the job ad text.
Channels. Where vacancies are posted, how many responses each channel brings and at what cost.
Mystery candidate. Our specialist applies to your vacancy and goes through the process, recording response times and how the company presents itself.
Interview observation. With your consent we observe how the recruiter or manager interviews applicants and which criteria they use.
Correspondence review. Messages and calls between the recruiter and applicants, including declined and silent ones.
Recruitment statistics. Responses, interviews, offers, hires and people who left during probation, stage by stage.
Onboarding review. How a new manager learns the product, CRM and scripts in the first weeks.

Signs that recruitment needs an audit

Companies usually order this audit after one of three things happens. Sales vacancies stay open for months while the team is short-handed. New managers are hired but leave during probation, and the cycle starts again. Or the HR team is busy and spends money on job sites, yet the head of sales keeps saying that candidates are weak. In each case the cause can sit in a different place: the job offer itself, the channels, the speed of replies, the interview structure or the first weeks at work. The audit checks all of them, so you fix the stage that really loses people.

The aim is a process where your company spends less time and money per hire and new managers stay long enough to pay back their training.

How the audit goes

Choose the vacancy. We pick a current sales vacancy that needs to be filled.
Market comparison. We compare requirements, pay and conditions with the market.
Selection check. We review criteria, interviews and a mystery candidate run.
Onboarding check. We look at how new managers are trained and adapted.
Report and fixes. A written report with problems found and changes to make.

Recruitment Process Audit for Sales process: choose the vacancy, market comparison, selection check, onboarding check, report and fixes — How the audit goes

How long does a recruitment process audit take?

In our experience, the audit of one sales vacancy usually takes about a week, and the fieldwork itself a few working days.

The timeline depends on the number of vacancies and locations, how quickly we get access to statistics and correspondence, and when interviews are scheduled, since we observe real ones.

What affects the cost

The price is agreed after the first consultation. It depends on:

the number of vacancies and roles in the audit;
whether a mystery candidate check is included;
whether we observe interviews in person or online;
the amount of statistics and correspondence to analyse;
whether you need help implementing the changes.

What we need from you

The current vacancy texts and the list of channels where they are posted.
Recruitment statistics for the last few months, even if kept in a spreadsheet.
Consent and scheduling for observing interviews.
Onboarding materials: training plans, scripts and product documents.

What you get and how it is measured

The audit ends with documents you can act on:

a written report on each stage of recruitment with the problems found;
a revised vacancy text and a list of channels to keep or drop;
selection criteria and an interview structure for sales roles;
recommendations on onboarding and on metrics to track, such as time to hire and probation drop-out.

Why an outside audit sees more

An in-house recruiter rarely sees their own process from the applicant's side. Typical problems we find:

vacancy texts that describe duties and say little about pay, product or growth;
applicants waiting days for a reply and accepting other offers;
a chain of separate interviews with HR, the head of sales and the director that loses good candidates;
new managers left without training and leaving during probation.

Working with a Kyiv team remotely

We work remotely with companies in the UK, the EU and North America: video calls, email, Telegram or WhatsApp, and shared documents for plans and reports. Kyiv is on UTC+2 (UTC+3 in summer), so our working day covers most of the UK and EU business day and the morning on the US East Coast. You get one project manager who is responsible for the timeline.

Why clients trust us

More than 10 years in digital. Marketing MIX has been building websites and running marketing for over a decade, with the portfolio to show for it.
Clients outside Ukraine. Our portfolio includes projects for KidSup and Cookiddoo in Canada and MBSoy, an architectural studio in Finland.
One team for the whole chain. Strategy, website, SEO, ads and analytics sit with one team, so nothing gets lost between contractors.
A registered, verifiable company. Our DUNS number is 68-606-2061 and our NCAGE code is A3G3J; both can be checked in the Dun & Bradstreet and NATO NCAGE databases.
A real office in Kyiv. The studio is at 77 Velyka Vasylkivska St., Kyiv, and works remotely with clients in Ukraine and abroad.

FAQ

What is a recruitment process audit?

It is an independent review of how a company attracts, selects and onboards staff, with a report on weak points and recommended changes.

When should a company audit its sales recruitment?

When sales vacancies stay open too long, when many new managers leave during probation, or when hiring costs keep growing with no better results.

What is a mystery candidate check?

Our specialist applies to your vacancy as a regular applicant and goes through the process. This shows response times, how the company presents itself and how interviews are run.

Will the audit disrupt our current hiring?

Open vacancies keep running while we work. We observe the current process as it is, and interviews are observed only with your consent and the applicant's knowledge where required.