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If you're currently job hunting in sales, or thinking about making a move, there's one harsh truth you need to accept:
Most CVs are ignored.
Not because you're not qualified. But because the document you're sending out looks exactly like everyone else's, and it fails to speak to the problems the business is actually trying to solve.
Before we start, this breakdown comes direct from Richard Washington of Tick Talent and host of What Makes You Tick (WMYT) Podcast, who joined James Bissell on the Hit Your Numbers Podcast. For more valuable advice, follow Richard on LinkedIn.
Ok, let's go! Here’s how to flip that script and start landing more interviews by treating your CV like a sales asset, not an admin exercise.
Most CV templates start with a block of generic text that says things like “hard-working team player” or “motivated self-starter.” It’s the equivalent of beginning a sales deck with your office locations and founding date, completely irrelevant to the buyer.
Instead, open your CV with a short, punchy section that focuses on the business problem you want to solve. Frame it as “The Challenge I Seek” and describe the types of commercial issues you're passionate about tackling, for example, generating quality pipeline, improving win rates, or growing strategic accounts.
Make it about them (the company you're applying for), not you. Use bullet points. Keep it sharp and focused.
Once you’ve positioned yourself as someone focused on commercial outcomes, you need to back it up with evidence.
Replace fluffy skills summaries with a short section of specific, measurable results. Use hard numbers, named clients, and clear impact. Think:
Aim for 3–5 bullet points that directly reinforce the commercial problems you’ve said you’re solving.
Think of your CV like a landing page. The goal is to trigger action, not just to be read.
Instead of ending with references or hobbies, close with a short call to action that encourages the reader to get in touch. Position it as a next step to explore how you could help solve the problems you’ve described. Make it easy to contact you: mobile number and email should be prominent.
Your CV isn’t your primary sales tool. It’s your spec sheet. It should support conversations, not start them.
If you're applying for jobs via online portals, yes, you'll need one. But in your outbound efforts - networking, introductions, LinkedIn messaging - your value story is far more powerful. Think of the CV as bottom-of-funnel content. It exists to reinforce your credibility once someone already wants to talk to you.
If you're spending hours clicking "Quick Apply" on LinkedIn, you’re doing what every other candidate is doing, and you’ll get the same results.
Shift your job search KPI from “applications sent” to “conversations started.” Build a list of companies that excite you, then reach out directly to the business leaders responsible for revenue, not recruiters or HR.
Focus on:
Don’t wait for job ads. If you can solve a problem, you’re already relevant.
Sales leaders aren’t just looking for experience, they’re looking for impact.
There are four types of hires:
To be seen as a multiplier, demonstrate four traits consistently:
When applying for roles, reflect these behaviours in your achievements, outreach messaging, and interviews.
You’re the product. The hiring manager is the buyer. The job ad is just a brief.
Approach your search the same way you would a big outbound deal:
Candidates who treat the job hunt like a sales campaign are consistently the first through the door, and the first to get hired.
Want to know if you’re a multiplier?
You can use the Multiplier Scorecard to assess team makeup or individual impact. It’s a tool designed to help you make smarter hiring (and career) decisions.
