If you work in tech, you may notice that some sales people move around a lot.  The best tech sales staff is in demand and hard to keep. Small to medium-sized enterprises (SMEs) face especially stiff competition to hire tech talent. With large companies offering substantial salaries and benefits, it may seem like an endless battle for SMEs to attract and keep top candidates. However, tech SMEs have unique advantages that they can leverage to stand out in the competitive market.

In this article, we’ll explore how SMEs can differentiate themselves and effectively hire a sales team by focusing on culture, flexibility, and long-term growth. We’ll also look at real examples from Australian companies that have successfully attracted talent. Whether you’re an SME owner or a hiring manager, this guide will offer actionable strategies for building a high-performing tech sales team.

Understanding What’s Like to Hire Tech Talent in Australia

The Australian tech market has experienced exponential growth in recent years. According to a report by StartupAUS, the tech industry is projected to contribute up to $207 billion to Australia’s GDP by 2030, with demand for skilled professionals—particularly in sales—continuing to rise.

For SMEs, the challenge isn’t just about finding talent; it’s about competing with tech giants that offer higher pay and a brand name that sells itself. But here’s the good news: SMEs can compete by focusing on what candidates value beyond salary—workplace culture, career development opportunities, and flexibility.

Example: Canva’s SME Success Story

While Canva has grown into a global giant, its early days as an SME offer valuable lessons. Canva’s founders understood that they couldn’t compete solely on salary, so they focused on building a strong company culture that emphasised creativity, innovation, and employee empowerment. By prioritising culture and purpose over purely financial incentives, Canva attracted top talent even when they were still a small company.

This model can work for other tech SMEs looking to hire a sales team. Canva’s culture of empowerment and innovation helped them attract not only developers and designers but also top-tier salespeople who were passionate about the company’s mission.

Build a Compelling Employer Brand

In a competitive market, your employer brand plays a pivotal role in attracting candidates. For SMEs, this brand must emphasise what makes your company unique.

How to Build an Employer Brand that Attracts Sales Talent

1. Communicate Your Mission: Sales candidates today want to work for a company with a clear mission. For example, if your SME is focused on sustainability, showcase how your products or services contribute to a greater cause. Candidates who align with your values are more likely to choose you over larger, faceless corporations.
2. Promote a Collaborative Culture: Small businesses often have a flatter hierarchy, which allows for more collaboration across departments. Salespeople in SMEs can often work closely with product development, marketing, and leadership. Highlight this in your job postings and during interviews.
3. Showcase Career Development Opportunities: One common misconception is that SMEs can’t offer growth. However, smaller companies often provide faster career progression, allowing salespeople to take on leadership roles much sooner. Promote internal development paths to help prospective employees see the potential for long-term growth.

Example: Atlassian’s Culture-First Hiring

Atlassian, an Australian software company, has long prioritised its culture when hiring. They maintain that employees should align with their company values—open company, no BS; build with heart and balance; don’t #@!% the customer; and play, as a team. While Atlassian is no longer an SME, their early focus on culture helped them build a high-performing sales team that was deeply engaged with the company mission. SMEs can take a similar approach by embedding their values in their recruitment strategies.

Offer Flexibility in Work Arrangements

One area where SMEs can excel is by offering flexible working conditions, which are still at the top of many candidates’ lists despite the call for the return to the office by many companies. Many large companies are slower to adopt permanent remote or hybrid work policies, and SMEs can fill this gap by offering flexibility as a key selling point.

Benefits of Flexible Work Arrangements:

1. Appealing to Top Talent: Many top sales professionals are now looking for roles that allow them to work remotely or on a flexible schedule. This is especially true for tech sales, where much of the work—prospecting, client meetings, and follow-ups—can be done remotely.
2. Cost Savings for Employees: Remote work also means employees can avoid commuting, saving both time and money. Promoting this as part of your company’s benefits can help you attract candidates who value work-life balance.
3. A Competitive Edge for SMEs: Large companies may have rigid policies, but SMEs can remain agile and responsive to individual employee needs. A personalised approach to work arrangements can help attract salespeople who are looking for a tailored experience.

Example: Envato’s Remote Work Policy

Melbourne-based tech company Envato embraced a remote-first approach, allowing its employees to work from anywhere. This approach has not only helped the company retain top talent but also attract new hires who value flexibility. By implementing remote work options, SMEs can similarly broaden their talent pool and appeal to candidates seeking a better work-life balance.

Emphasise Long-Term Growth and Career Development

SMEs may not always have the resources to compete with larger companies on salary, but they can attract ambitious sales professionals by offering rapid career progression, mentorship opportunities, and the chance to shape the future of the business.

How to Promote Career Development in SMEs:

1. Clear Pathways for Advancement: SMEs can provide candidates with a clear roadmap for growth. This might include taking on leadership roles, handling larger accounts, or transitioning into new roles like customer success or business development. Make sure to highlight these opportunities during the interview process.
2. Offer Mentorship and Learning Opportunities: Unlike larger organisations where mentorship programs can feel impersonal, SMEs can offer hands-on mentorship from founders or senior leaders. This personalised approach can be a significant draw for candidates looking to develop their skills and advance their careers.
3. Encourage Entrepreneurship: Salespeople are often entrepreneurial by nature, and they may be drawn to the idea of working in a smaller company where they have more freedom to innovate and take ownership of their work. Position your SME as a place where new ideas are encouraged and rewarded.

Example: Xero’s Commitment to Employee Growth

Xero, an accounting software company founded in New Zealand, has made career development a core part of its strategy to hire tech talent. Xero’s sales team has access to robust training and mentoring, which has been instrumental in helping the company scale globally. While Xero has grown beyond an SME, its early focus on employee growth can serve as a model for tech SMEs looking to hire sales teams. 

Foster a Sense of Purpose

Increasingly, candidates—particularly millennials and Gen Z—are seeking purpose-driven work. Salespeople in the tech sector want to sell products and services that they believe make a difference. SMEs can capitalise on this by promoting how their technology solutions solve real-world problems.

How to Appeal to Purpose-Driven Sales Talent:

1. Promote Your Impact: Whether you’re building software that improves accessibility, helping businesses become more efficient, or driving sustainability efforts, ensure that your sales candidates understand the bigger picture of what they’re selling.
2. Create a Values-Driven Culture: Align your company’s values with your employees’ work. When salespeople feel that they’re contributing to something larger, they are more likely to stay motivated and engaged.

Example: Who Gives A Crap

Who Gives A Crap, a Melbourne-based social enterprise, produces eco-friendly toilet paper and donates 50% of profits to help build toilets in developing countries. While not a tech company, their values-driven business model has helped them attract top talent across all departments, including sales. SMEs in tech can apply the same principles by aligning their mission with a broader purpose that resonates with their ideal candidates.

Partner with Uplift Recruitment to Hire Tech Talent 

Competing for tech sales talent doesn’t have to mean getting into a bidding war with larger companies. By emphasising your SME’s unique culture, flexibility, and career development opportunities, you can stand out and attract top sales candidates.

At Uplift Recruitment, we specialise in helping Australian SMEs hire a sales team that aligns with their business goals and culture. Whether you need guidance on how to position your company to attract talent or require end-to-end recruitment support, our team is here to help. Contact Uplift Recruitment today to start building your high-performing tech sales team.