That is why the company can not make a clear portrait of the candidate and the criteria to determine its place in the chain of sales. In this regard, the company is trying to find generic sales manager, who will independently deal with and seek information about the client, and cold calls, and meetings with decision-makers, and the alignment of future relations with the client after an act of sale. Of course, the market is universal sales managers, but you should always take into account the fact that the universal experts can not be equally good at each site work, because each area of work requires that the manager is often very different and quite opposite qualities and skills. Therefore, the most effective is the use of multi-system sales when a person is engaged in the preliminary gathering of information about the client and the other deals with cold canvassing and making appointments, the third – to hold meetings with top officials of potential customers, and the fourth – retention and further work with clients. Of course, such an approach is possible only if the developed system of sales. 2) Lack of responsibility for a decision on hiring a candidate. Now Think about who your company is responsible for this decision and further the work of hired a sales manager? Is there such a person in your company or recruitment takes place at formal level, that is, when in case of unsatisfactory results of the vendor hired by your HR manager just throws up his hands and said, "Well, I do not know.