High growth startups around Oxford Science Park, Harwell Campus and Begbroke Innovation Centre need a hiring engine that is fast, fair and repeatable. A sales hiring playbook turns ad hoc decisions into a clear operating system, so every new role follows the same high quality path. Use this template to set standards your managers can run with as you scale from first hires to a full go to market team.
1. Role scoping
Start with outcomes not tasks. Define three measurable results for the first six months – pipeline added, meetings held and revenue or renewal goals. Capture territory, ICP, travel expectations and the hybrid pattern. Agree the reporting line, supporting roles and tools. Document the 30-60-90 day plan so candidates understand ramp expectations.
2. Sourcing strategy
Combine passive outreach, referrals and targeted boards. Create three message variants focused on mission and impact in Oxfordshire sectors like SaaS and life sciences. Keep sourcing daily activity goals to prevent lulls. Build a shortlist template that presents evidence against must-have criteria and culture alignment.
3. Structured interviews
Use a two stage process for SDR and AE roles. Stage one – competency interview with a scorecard covering prospecting, discovery, communication and coachability. Stage two – a short case or role play specific to Oxford customers. Send preparation guidance and ensure interviewers use the same rubric. Defer compensation discussions until end of stage two to focus on fit and capability.
4. Offer and close
Benchmark pay bands for Oxfordshire and the Thames Valley. Pre agree a range and accelerators. Call the offer the same day as decision, then follow with a clear written breakdown of base, OTE, hybrid policy and start date. Share onboarding schedule and introductory reading so candidates feel momentum.
5. Onboarding and review
Provide a calendar of shadowing, call reviews and product learning for the first month. Hold weekly 1 to 1s and a structured 30-60-90 review. Capture time to first deal or qualified opportunity and use the data to refine the playbook. Update the document quarterly as your stage evolves.
TY Recruitment builds startup specific playbooks for Oxfordshire founders who want speed and consistency without hiring missteps.