The problem
Everything about how we work and sell has evolved — the resume hasn't. It's still a static document, judged by keyword scanners that can't tell a great closer from a good writer. AI is making it worse: everyone's using it to write the same polished, generic resume, so the format that was already broken is now indistinguishable too. And LinkedIn has quietly become the new resume — but a curated feed says more about someone's content habits than whether they can actually sell.
A new way to prove it
It's time to post more than a resume. With SalesResume.io, you get a dedicated profile that proves your talent — scored interviews, real skill assessments, live practice — not just a document a recruiter skims for ten seconds. It's time to reinvent how hiring actually works.
Why this matters
This isn't a small problem. Sales reps turn over at roughly 35% a year — nearly triple the 13% average across all industries (HubSpot, Xactly research). That shouldn't be treated as normal. It's an alarm. It means the way we're hiring, screening, and evaluating sales talent simply isn't working.
Part of the reason: traditional sales recruiting agencies are incentivized wrong. They get paid 20–30% of a rep's first-year salary to fill the seat — not to make sure the hire actually lasts, performs, or fits the team. Once the placement fee clears, their job is done, whether that rep hits quota or is gone in six months. That's not malicious, it's just structurally backwards — the incentive is speed and volume, not long-term fit.
What we do differently
SalesResume.io skips the agency layer entirely. We go direct — connecting real, verified sales talent straight to the companies hiring them, with real data on ability instead of a placement fee riding on how fast someone gets filed into a seat.
My background
I've spent over a decade building BDR and outbound sales teams from the ground up across multiple companies — including one team I built that helped lead to the company's acquisition. My biggest asset has always been recruiting: finding the people who actually perform once they're on the team, not just the ones who interview well.
That comes from having read thousands of resumes and watched genuinely good salespeople — SDRs, AEs, people brand new to the field — get screened out before a human ever read a word, because their resume didn't speak the language hiring managers look for. Most resume tools don't know what "quota attainment" or "pipeline management" even mean. This one does, because it's built specifically for sales careers, at every level.
Connect with Shane on LinkedIn Built for real feedback
I'm also finishing a PhD studying what actually motivates people to perform — which is part of why this platform is built to give real, direct feedback instead of empty encouragement.