How Commission Only Closers Hired Five High-Ticket Closers in Two Weeks

The Challenge

Commission Only Closers sells a wide range of products — its own digital courses and consulting, plus other companies' offers where there's strong warm lead flow. Scaling fast but still a smaller team, the company couldn't spare the time to figure out recruiting on its own. It had tried a couple of options before with okay results, but the math was brutal: the owner was interviewing hundreds of candidates to find a single decent closer, at significant cost. Good closers are hard to find; really good, hungry closers are harder still.

The Approach

HyperHired delivered a high volume of scheduled interviews — around 40 — and the company found nearly all of them quality. After the first week, they tweaked the ad to better target the specific product being sold, since the right closer varies by offer even within high-ticket. That refinement sharpened the fit immediately. Even the candidates the company passed on were typically a product-fit decision rather than a quality one — strong closers the company noted it could re-engage for a different offer later.

The Results

In the first two weeks, Commission Only Closers hired five closers — and had to ask HyperHired to pause, a notable contrast for a company used to interviewing hundreds to land one. Because the company cycles its bottom performers regularly, the owner expected to reopen the campaign on a recurring basis, with a bench of strong closers already identified for future products.

"Anytime you can hire five people in a matter of two weeks and then have to tell you to pause it — that's a good thing." — Alan Stewart, Commission Only Closers

Find Closers Who Actually Close

Commission Only Closers landed five high-ticket closers in two weeks. Talk to HyperHired about recruiting closers for your offer.