How to Put Together a Sales Resume

Not all resumes are created equal. At Sprint, we’ve written many blogs on the importance of a great resume in order to sell yourself to a prospective employer. However, if you’re in sales, there are a few other important details you must include. Yes. The layout should be neat, clear fonts, dates to one side etc etc…but what about the actual content? The actual words you choose? Here is what we recommend you include when putting together a Sales resume.

Remember, if an employer advertises a new role, they may receive over 100 resumes (sometimes more!) and a recruiter can receive several hundred in one week. If they know what they are doing they can scan a resume in about 30 seconds. So you need to make sure you are standing out and highlighting the important information that recruiters/employers are looking for!


Amongst other things – A HIGH ACHIEVER. A “Do-er”, a driving force, a self-motivated, energetic and positive person. Whilst I am very interested in hearing all about the HOW (relating to targets, KPI’s, day to day activities), I really want to see WHAT you have achieved.
Recently I placed a very senior sales person. To put it bluntly, she is a Sales Rocket when it comes to driving new business. She’s fearless and her resume showed that as soon as I opened it. I booked her in immediately and I had no issues in engaging clients to meet with her the minute I put her resume in front of them. Yes, she had to sell herself in the interview but I strongly believe that the points she outlined on paper were just as important when it came to securing the role.


Here is a snippet of bullet points from her resume, the ones that showed me WHAT she had achieved:


  • Successfully drove a permanent recruitment desk and managed end-to-end recruitment processes across a range of organisations from large global companies to ASX listed businesses
  • Built and managed relationships with key stakeholders by maintaining a regular account management strategy
  • Negotiated Terms of Business, fee, rates and figures with existing and new business
  • New business development on a weekly basis
  • Meeting all KPI’s on a weekly basis relating to call volumes, client visits, interviews and activity


  • Winner ‘2013’ Business Activity Incentive Award
  • Top Biller Quarter 1,2,3 ‘2013’
  • Organiser for client training program in 2012, 2013 & 2014 (weekly group fitness with clients)
  • Organiser for the Women In Leadership events through XYZ
  • Successful on pitching, winning and placing over 8 retained assignments


  • Q1 2013: XXX – Q2 2013: XXX – Q3 2013: XXX – Q4 2013: XXX

Obviously these points were coming from a sales person who worked in the recruitment industry,. But whatever your industry the same method applies. Be VERY descriptive with regards to what you did, your achievements and make it sales specific. List the outcomes and your achievements with an emphasis on financial wins/gains (at the end of the day – this is what counts in sales and to our client who wants results).

Tailoring your resume for the role you want and highlighting the key factors that make you the right candidate for the role are often overlooked by candidates. If you want to work in sales – be proud of your results and sell your most important product… yourself!

If you have more questions about putting your resume together, be sure to refer to Sprint Coach and see our other tips. Alternatively, contact us directly at


Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910


Why Doesn’t My Temp Rate Reflect My Permanent Salary Expectations?

A common misconception that candidates have is that you will receive more money in temp roles because you are working on a casual basis. However, for a number of reasons, temps in the office support/admin space are rarely paid the rate that they would be expecting on a permanent basis (let along rate that exceeds it).


Consider why companies typically employ office support temps…Many of the temporary assignments that become available are short term. They can be to cover a ½ day of sick leave, a couple of weeks of annual leave or to take care of a temporary overflow of work. In these situations, because of the shorter nature of the assignment, clients tend to only require temps to complete quite mundane tasks. It is inefficient to train somebody on the more senior aspects of a role when the assignment is likely to be near its completion by the time that temp gets handle on those tasks.

So when a client calls us to ask for a temp receptionist to cover their front desk for one week, to literally answer phones, take messages and greet walk ins, we need to pay them a rate in line with the junior tasks and responsibilities of that role. While many people that are looking for temp work are more than over qualified for this assignment, we can’t pay them more money for the experience they have, because the client does not require that extra experience. We can only pay a temp in line with the duties of the role, not in line with their overall level of skill and experience.

Many temps will plea that they are worth the extra $$$ because they will be able to complete additional tasks, however this is irrelevant for the client. As an agency if we go back to a client with a more senior candidate and mention that they will need to pay a higher rate, more often then not the client will just say “well then find me a junior whose expectations are not higher than that of the role”.

The temporary assignments that require a more senior candidate (and therefore that pay more) are generally the longer term assignments. E.g. If an EA goes on leave for one week most clients tend to either hire a junior to complete the more mundane tasks of the role, or ask an existing employee to cover the role due to their existing knowledge of the company. However the longer the assignment the more likely that the client will require an EA that is of the same skill and experience level of the employee that is away or on leave. In this situation you may have a chance to match your salary, but only if the duties and responsibilities of the role are similar to the level of your experience.

However! While these roles do exist, they are not as common as the shorter, more basic temp assignments. In fact, as an office support recruitment agency that is often inundated with temporary assignments we can usually count on one hand the number of roles paying over $35 p/h each year. Therefore, if you are looking to temp while waiting to find your next permanent role, be warned, that you will have much less chance of gaining temporary work if you will only accept roles paying higher rates.

If you’re wondering why it might be worth it to take on these more basic temp assignments (which we strongly recommend) see my last post “Should I consider a temp role?” Alternatively, give Team Sprint a call on (02) 9271 0011.


Customer Service – How Sydney Compares…

Is it just me or has anyone else noticed a vast difference between the customer service in Sydney and elsewhere in the world? Recently, I was fortunate enough to unbuckle the chains that attach me to the Sprint chair and head off on a well-deserved (if I say so myself!) holiday to Europe. 7 countries in 4 weeks – a mixture of sun, amazing cities, new cultures and my favourite……NEW PEOPLE!

For anyone who already knows me, I’m an avid travel. One of my favourite things to do is to jump on a plane and experience a new and exciting place. I love the different food, the languages and learning more about the people from other countries and cultures. I essentially love to live and interact with others (probably why I love recruitment so much).

It’s also a great time to calm the mind. Some of my best and most innovate ideas – that form the very essence of Sprint – have been devised in exotic locations. Yes, okay I admit it, I usually do have a vino by my side, and am madly scribbling on a hotel notebook with those miniature pens they all seem to be so fond of.

However, I digress. I have been inspired by this trip to write about how Sydney compares to the rest of the world in terms of customer service. On this trip one of the biggest things I noted was the incredible variation between the levels of customer service (within the hospitality industry) in the seven countries I visited versus Sydney…and at the core of it, it made me very sad.

To put it bluntly, are Sydney people that self-absorbed or do they just not care about customer service?

Don’t get me wrong, I LOVE Sydney but I have to be honest and say Sydney could take a leaf out of a lot of other countries books when it comes to genuinely caring about their customers (noting that my experience was obviously predominately with the hospitality industry).

In other countries being a waiter is deemed a ‘profession’, however more often than not it appears that in Sydney it’s often just “something I’m doing whilst I look for a better job”, or to cover expenses whilst studying.

We travelled for 30 days, which means we had approximately 90 meals away from home. We ate at a very broad mix of places, high-end restaurants, local cafes, hotels etc. We also stayed at a broad mix of hotels. Every single interaction we had with a person who was in a customer facing role was an absolute pleasure. We were listened to, we were important, we felt valued – we laughed, and we enjoyed the experience (immensely!)

Immediately upon arriving back in Sydney, that quality customer service disappeared. We no longer felt listened to, were no longer important and definitely did not feel like a valued customer.
Why is that? Is Sydney just too much of a rat race? Is it that everyone is just too busy (and stressed) to be caring about others? Is it that overseas they’re incentivized to treat the customer well (eg low base pay, working for the tips), or is the economy in such a poor state that they are working hard to hold onto their jobs (e.g. less prospects). I guess the other option is because lots of people are on holidays and it has a more positive/fun/vibrant feel hence they find it easy to get involved as well?

I don’t know the answers but what I do know is that I noted the difference immediately upon my return to Sydney. I felt it when I stood in the queue for a coffee only to have someone else push ahead of me (then pretend she didn’t do it). I felt it when the guy who served me looked like he was half asleep and he certainly didn’t want to be doing what he was doing. Don’t even get me started on the guy in duty free at the airport! There were no smiles. It was a simple transaction of taking the money, writing the order on the lid – next.

We regularly place candidates in roles that demand exceptional customer service, mostly in professional services but in other industries as well. I have no doubt that they are exceeding in these positions. I have just been left miffed about where the customer service in hospitality has gone and want to know how can we get the Sydney standards back up to the rest of the world? Or perhaps quality customer service, in any industry is now a rare commodity and I being harsh on the hospitality industry?

If you have the answers – please let me know. I would love to hear what you think.

All that said, if you would like to chat more about customer service and what to expect from your staff and how to attract quality talent in this area, contact me on You know what I expect and I wouldn’t put a candidate forward with anything less than that!

Naomi Marshall – Director
P: (02) 9271 0011
M: 0422 139 910