Sales leadership
Heads of sales, sales directors and managers who set the standard and build the team.
Sales recruitment for Australian businesses
30 years offinding the right fit.
Salespeople and sales leaders who can do the work. Tell us what your business needs. We’ll help you find the right fit.
- No job description needed
- Fees agreed before we start
30 years building sales teams.
Emil Juresic / Founder
Built from operating experience
30 years building sales teams
One clear focus
Sales roles only. Nothing else.
Across Australia
Australia-wide. Your market, your brief.
The cost of getting it wrong
A polished CV.
A great interview.
Then what?
A sales hire has to perform when a real customer is in front of them. That’s where the difference shows.
01
Good leads. Weak conversations.
The opportunity was there. The person handling it couldn’t move it forward.
02
A manager doing two jobs.
Your sales leader is rescuing deals instead of developing the team.
03
Another hiring round.
More interviews, more onboarding and more time before the role delivers.
Assess the person. See the evidence.
Can they talk about sales?
Or can they sell?
Start with the role’s real demands. Then look at how the person thinks, communicates and responds when the conversation gets difficult.
Assessment approach
Illustrative example · not a candidate report
Illustrative example · not a candidate report
Ask them to demonstrate it
How would you open a conversation with this customer?
What to look for
A clear reason for calling. Relevant preparation. A useful next step.
The criteria are agreed against your role. A strong answer in one sales environment may not be the right fit in another.
A better hiring decision starts with something you can actually assess.
Discuss your roleWho we hire
One focus.
Sales talent.
People who create opportunities, win customers, grow accounts and lead the team. The role can change. The need to sell doesn’t.
New business
People who open doors, build pipeline and earn the right to ask for the business.
Account growth
People who retain customers, grow accounts and turn good relationships into repeat business.
Real estate sales
Agents and leaders who can prospect, build trust, negotiate and follow up.
Emil Juresic
Founder · Juresic Sales Recruitment
Why Juresic
Built by someone
who has built teams.
Emil Juresic has spent 30 years selling, negotiating, building businesses and developing sales teams.
He is the founder of NGU Real Estate. His experience comes from hiring people, working with them and seeing what happens after the interview.
Juresic Sales Recruitment brings that operating perspective to the hiring brief. What does the job demand? What must the person already do well? What can be developed?
The standard has to mean something when the work starts.
How it works
A clear brief.
A focused search.
You know the business. We help turn that knowledge into a useful hiring brief and a clear standard for the people you meet.
- 01
Define the job
Your customer, sales cycle, location and first 90-day outcomes.
What you getA clear hiring brief with the role’s real requirements.
- 02
Set the standard
What they must already do well and what your team can teach.
What you getAgreed assessment criteria and a practical search approach.
- 03
Search and assess
The brief becomes the benchmark for relevant candidates.
What you getEvidence of how candidates think, communicate and sell.
- 04
Meet the right people
Review the shortlist and explore the fit for your business.
What you getFocused introductions with context for your hiring decision.
Start with the outcome
The job title
is the beginning.
A useful brief describes the work. These are the questions we start with.
You don’t need every answer today. We’ll work through it with you.
Hiring brief / 01Your next sales hire
01
What must they achieve in the first 90 days?
02
Are they building pipeline, converting leads or both?
03
Who are they selling to?
04
What does good look like after 12 months?
The person. The environment. The standard.
Let’s get to work
Who does your
business need next?
Tell us about the role and where it’s based. We’ll review your brief and contact you to discuss the right next step.
- No finished job description needed
- Fees and scope agreed before a search starts
- A conversation about your business
Prefer email?
admin@juresicacademy.com.au
Before we talk
A few good
questions.
Is this only for real estate?
No. Juresic Sales Recruitment focuses on salespeople and sales leaders across industries. Real estate is part of Emil’s operating experience. We start by understanding your market and the role before agreeing on a search.
Can I enquire from anywhere in Australia?
Yes. Tell us where the role is based and whether it is office-based, hybrid or remote. We will confirm how we can support the requirement in the first conversation.
What happens after I send my brief?
We review the role and contact you using the details you provide. The first conversation covers your priorities, timing and sales environment. You do not need a finished job description to get started.
What does recruitment cost?
The fee and scope depend on the role and the search. We discuss these with you and agree written terms before commencing recruitment work.
How long does a search take?
That depends on the role, location, requirements and candidate availability. We agree expectations after reviewing your brief and keep you informed as the search progresses.
Do you guarantee a placement?
We do not promise a placement, timeframe or performance result from a website enquiry. Any agreed replacement provisions or other service commitments are set out in the written recruitment terms.
Can I discuss several hires?
Yes. Mention the roles and locations in your brief. We will discuss whether the requirement should be approached as individual searches or a broader hiring plan.