How Print Companies Can Recruit Top Sales Talent

Finding skilled salespeople in the commercial print industry has never been more competitive. With experienced reps retiring, fewer young professionals considering print as a career, and digital alternatives crowding the marketing landscape, print companies must adopt smarter, faster recruitment strategies. This is not just about filling seats. It is about attracting the kind of sales professionals who can consistently win new accounts, nurture client relationships, and position your business as the go-to provider in a crowded market.

The key to hiring faster without sacrificing quality lies in combining timeless sales hiring best practices with solutions tailored to the unique challenges of print. By creating a recruiting process that reflects both the art and science of selling in this industry, you will be better equipped to secure top talent before your competitors do.

 

Build a Strong Employer Brand for the Print Industry

Your brand is not just for clients. It is also for potential employees. Salespeople are drawn to companies that project stability, opportunity, and innovation.

Highlight print’s evolution
Emphasize sustainability efforts, advanced print technology, and the creative scope of modern printing. This reframes print as a forward-thinking industry, not a dying one.

Showcase growth potential
Use your careers page and job descriptions to demonstrate the earning potential, client variety, and long-term stability that sales roles in print can offer.

 

Leverage Referrals and Industry Networks

While job boards have their place, the fastest hires often come from within your own network.

• Employee referrals: Offer cash bonuses or perks for referring sales candidates who are successfully hired and retained.
• Industry associations: Tap into printing trade groups and events where potential candidates are already engaged with the industry.
• LinkedIn outreach: Have leadership and current sales reps personally connect with and message qualified prospects.

 

Recruit Proactively Instead of Reactively

Waiting until you have a vacancy slows your ability to bring on talent.

Create a “talent bench”
Maintain a database of promising candidates you have met at events, through referrals, or on LinkedIn. Keep in touch periodically so they are more likely to consider your company when they are ready for a change.

Always be networking
Encourage your leadership and sales teams to constantly build connections, even when no open role exists. This creates a warmer, faster recruiting pipeline when the need arises.

 

Optimize Your Job Descriptions for Sales Candidates

A vague or generic job description can cost you quality applicants.

• Be clear on territory size, type of accounts, and expectations.
• Outline the earning structure, including commission ranges.
• Use language that speaks to sales professionals—focus on closing opportunities, building relationships, and growing accounts.

 

Use Recruitment Marketing to Stand Out

Treat recruitment like a marketing campaign.

Promote roles on social media
Share sales success stories, employee spotlights, and behind-the-scenes videos to humanize your company and attract interest.

Target ads to relevant audiences
Use LinkedIn and Facebook targeting to reach people with job titles and experience relevant to print sales.

 

Retain Top Talent Once You Find It

Recruitment is wasted effort if turnover is high.

• Offer competitive compensation: Balance a strong base salary with commission to create income stability while rewarding performance.
• Provide training and mentorship: Even experienced salespeople benefit from structured onboarding, product education, and skill development.
• Recognize achievements: Publicly celebrate wins to build morale and loyalty.

 

Finding top salespeople in the print industry requires speed, clarity, and a proactive approach. By strengthening your employer brand, networking strategically, marketing your opportunities effectively, and investing in retention, your print company can recruit top talent faster while ensuring they stay and succeed. The companies that commit to these methods now will be the ones that dominate market share tomorrow.