How Thryv Filled Nine of Ten Senior Sales Seats in Less Than Two Months, Then Doubled the Order

The Challenge

Thryv sells marketing and business-management software to small businesses across the country, and its outside sales team is the engine behind that growth. The company already ran a capable internal recruiting operation, roughly 25 hires a month feeding 30 sales directors, but it needed more senior outside sales talent than that team could source on its own, and it needed those reps geographically matched to open territories spread across the country: Wisconsin, Kansas City and the surrounding Missouri and Kansas markets, Oklahoma, Bristol and Memphis in Tennessee, Shreveport, Charleston in West Virginia, Portland in Maine, Bedford in New Hampshire, Las Vegas, and West Coast territories from Sacramento to Seattle.

The role itself was a moving target. Thryv originally scoped an entry-level Software Acceleration Associate position, then shifted the profile toward experienced outside sellers comfortable with a short sales cycle and heavy new-business activity. Any recruiting partner had to absorb that change without losing momentum.

The Approach

HyperHired ran a nationwide search campaign against Thryv's territory map, sourcing roughly 400 candidates in the first month and screening them down to a shortlist for Thryv's recruiter and sales directors. The first hiring class landed in under two weeks. When the profile shifted to senior outside sales, HyperHired re-cut the screening criteria and kept the pipeline moving rather than restarting it.

The operating rhythm mattered as much as the volume. Weekly cadence calls with Thryv's talent team ironed out the candidate profile within the first few weeks, and HyperHired's recruiters worked directly with Thryv's coordinator to sync interviews, offers, and start dates to Thryv's monthly training classes.

The Results

Thryv hired four reps from the first class in June, reached six hires by June 25 with two more offers pending, and had eight of ten seats filled with a ninth offer out by mid-July, less than two months into the engagement. On July 23, Thryv signed a 20-pack agreement to keep the pipeline running into future classes, and by late August three more hires were locked in for the next start date.

Not every placement stuck. One hire never actually started and was swapped out before Thryv was billed for a replacement, and one hire from later in the engagement did not make it past his first few weeks and was replaced under the guarantee, exactly what it exists for. What Thryv's team singled out was how quickly the profile locked in and how consistently the candidates matched it once it did.

"The four that we took from this class were perfect. They were super strong."

• Kylie Harrington, Recruiter, Thryv

Add Capacity to an Internal Recruiting Team

Thryv filled nine of ten senior sales seats in less than two months without pulling its internal recruiters off their own targets. Talk to HyperHired about running a parallel pipeline for your hardest-to-fill sales roles.