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How to source and shortlist {role_name}

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary

Where can you find qualified {role_name}?

A. Professional Networks

  • LinkedIn – Use filters for industry, title variations (Acquisition Specialist, Sales Specialist, Sales Representative), and location.
  • XING – Particularly useful for European and Middle Eastern markets.
  • Meetup – Join sales and business networking events.

B. Educational Institutions

  • MBA and business schools with strong sales/marketing programs (e.g., IIMs in India, Harvard in the US, INSEAD globally).
  • University alumni networks and placement cells.

C. Company Career Pages

  • Competitors’ and industry leaders’ career portals.
  • Partner or vendor company websites in technology, finance, or corporate services.

D. Role-Specific Job Boards

  • SalesGravy – Sales-focused roles.
  • Rainmakers – Sales hiring marketplace.

E. Geography-Specific Job Boards

United States

  • Indeed USA
  • Glassdoor
  • SalesHeads

India

  • Naukri
  • TimesJobs
  • Shine

UAE & KSA

  • Bay
  • GulfTalent
  • Naukrigulf

Remote Positions

  • We Work Remotely
  • FlexJobs
  • Remote.co

What are the best practices for headhunting {role_name}?

  • Target Competitors’ Sales Teams – Look for high performers who recently hit or exceeded targets.
  • Use Boolean Search on LinkedIn – Example:
    ("Acquisition Specialist" OR "Sales Specialist" OR "Sales Representative") AND ("Technology" OR "Finance" OR "Corporate Services")
  • Engage Through Referrals – Incentivize employees to refer potential candidates.
  • Personalize Outreach – Reference their recent achievements to improve response rates.
  • Attend Industry Conferences/Webinars – Build trust before pitching the role.

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How to shortlist candidates?

Once you have started to get applications from applicants, a thorough screening process and shortlisting of prospects will help you make the most of your time spent with the most qualified ones. 

Automated shortlisting tools :

Automated screening quickly filters out unqualified candidates, saving time for manual review. This allows the manual process to focus on the most promising candidates, ensuring the best ones are considered for further evaluation.

Screening questions to auto-shortlist based on predefined criteria

like qualifications, location, experience, and skills. Either use job board or use an ATS such as whitecarrot. Here are some questions for {role_name}

  • Experience – “How many years of experience do you have in acquisition processes or B2B sales?”
    • Auto-reject if less than 2 years.
  • Specific Skill – “How many years of experience do you have in financial analysis for sales deals?”
    • Auto-reject if less than 1 year.
  • Location – “Are you based in [City/Country] or open to relocation/remote work?”
    • Auto-reject if answer is “No” and relocation isn’t possible.

Skill based question to auto shortlist candidate

Analyze the skill test data to automatically shortlist top-performing applicants. (recommended screening test time - 15 minutes). Here are some skill test questions for {role_name}

Acquisition Processes

Ability to execute structured steps for acquiring clients.

  1. What’s the first step in an acquisition process?
    • a) Close the deal
    • b) Identify target clients ✅
    • c) Send invoic
    • d) Sign NDA
  2. In client acquisition, what does CRM stand for?
    • a) Client Relationship Management ✅
    • b) Corporate Revenue Maximization
    • c) Client Revenue Method
    • d) Contact Retention Model
  3. Which is NOT typically part of the acquisition process?
    • a) Lead generation
    • b) Prospect nurturing
    • c) Post-sale support ✅
    • d) Deal negotiation

Market Research

Ability to gather and interpret data for client targeting.

  1. Which source provides the most reliable industry data?
    • a) Random social media posts
    • b) Government publications ✅
    • c) Unverified blogs
    • d) Competitor rumo
  2. What is the purpose of customer segmentation?
    • a) To target all customers equally
    • b) To identify groups with similar needs ✅
    • c) To increase advertising costs
    • d) To reduce customer numbers
  3. Which tool is commonly used for market research?
    • a) Excel
    • b) Google Trends ✅
    • c) Photoshop
    • d) Trello

Negotiation

Ability to create win-win agreements with clients.

  1. What’s the ideal negotiation outcome?
    • a) Win-lose
    • b) Win-win ✅
    • c) Lose-win
    • d) Win at all costs
  2. Before negotiation, what’s the best preparation step?
    • a) Ignore market rates
    • b) Research client needs ✅
    • c) Avoid competitor analysis
    • d) Set unrealistic prices
  3. What does BATNA stand for?
    • a) Best Alternative to a Negotiated Agreement ✅
    • b) Basic Agreement to New Arrangements
    • c) Buyer Agreement Terms Negotiation Advantage
    • d) Business Acquisition Target Negotiation Analysis

Note - Auto reject candidates if scores less than 70% in this section

One way video interview

Recruitment Bullet

Use tools like hirevue, whitecarrot.io to ask candidates pre-recorded questions about their experience and skills.

Recruitment Bullet

Use sample question given in scorecard.

Collect other information 

Recruitment Bullet

Collect data from shortlisted candidates, such as salary expectations and visa status.

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Manual candidate profile shortlisting:

Recruitment Bullet

Thoroughly review the CVs of the top scoring candidates from the automated process

Recruitment Bullet

Look for evidence of the required skills, experience, and achievements

Recruitment Bullet

Review the candidate’s portfolio or GitHub repositories to see examples of their work.

Schedule recruiter calls with the candidate

Recruitment Bullet

Use a tool like calendly or whitecarrot to allow candidates to self-schedule calls based on your availability

Recruitment Bullet

Confirm the call details (date, time, dial-in info) with the candidate via email

What questions to ask in the recruiter phone screen?

Recruitment Bullet

 Use scorecard for rating candidates for recruiter

Recruitment Bullet

Sample scorecard : 

Criteria Sample Question Rating (1–5)
Communication Skills “Explain a successful acquisition deal you closed.”
Negotiation Skills “Describe a challenging client negotiation and outcome.”
Market Knowledge “What acquisition strategies would you use in [industry]?”
Problem-Solving “How would you recover a deal going cold?”
Cultural Fit “What motivates you to work in this role?”
Recruitment Bullet

Check for consistency in responses from the candidates.

Recruitment Bullet

Record such scorecards in an ATS like whitecarrot or use google doc

Frequently Asked Questions?

Most common skills to look for in an Acquisition Specialist?

Acquisition processes, negotiation, market research, financial analysis, and attention to detail.

How do I keep Acquisition Specialist candidates engaged during sourcing and shortlisting?

Provide timely updates, share company vision, and outline career growth opportunities early in the process.

How can I assess cultural fit during shortlisting?

Use scenario-based behavioral questions in one-way interviews, e.g., “How would you handle a client request that conflicts with company policy?”

Hiring guide

About {role_name}

Job description

Source and shortlist candidates

Structured interview

Progression and salary