Lead generation specialist - Linkedin

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RandyH

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I'm looking for lead generation specialist.
But here’s the tricky part: almost every candidate we’ve seen so far has worked only 4–6 months in each company. (Not by our choice — that’s just how most of them look on paper.)


And now the question is: how do you actually assess their expertise?


  • Is it someone who does have skills but never got a chance to fully show them in a company?
  • Or is it more like a “trial period specialist” who constantly fails probation and moves on?

Lead gen seems simple in theory — either you bring in leads, or you don’t.
But how do you figure out at the interview stage whether the candidate can deliver results consistently, or just knows how to sell themselves with nice stories?
Are they capable of building something solid, or is it going to be another round of “hello sir” messages?


Has anyone here gone through the same challenge?
 
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You should probably try posting this in the HAF section to find a suitable candidate.
 
Hello ,
If you want to hire someone for the project , please post this in the Hire a Freelancer section , so freelancers can reply to your post .
 
So sorry guys.
I want to discuss this topic with you.

Because before hiring a specialist - I want to figure out how to choose :weep:

So that this is not the same spam mailing as everyone else
 
The best way to assess a lead gen specialist with a “short-tenure CV” is to skip theory and test them: give a practical assignment (e.g., build a lead list in your target niche + craft outreach messages) and measure the quality, creativity, and response rate instead of relying only on past job history.
 
Love this question. The thing is some candidates are still a novice in terms of practical, they've only learned on courses and Youtube without no real life experience. Now here is what you will do to avoid same mistake over and over gain.

While hiring:
- Clearly specify whether it is an entry level role, mid level or higher
- Ask them to present the portfolio of their past wins/successes to showcase their expertise
- Ask them why they left their previous job at such an early time that if they don't mind you will be conducting a background check to confirm

With these, you will be able to sift through unqualified candidates and only get the ones that meets your terms to apply. Shalom!
 
Elina Svitolina said:
The best way to assess a lead gen specialist with a “short-tenure CV” is to skip theory and test them: give a practical assignment (e.g., build a lead list in your target niche + craft outreach messages) and measure the quality, creativity, and response rate instead of relying only on past job history.
Click to expand...
Really great point ) thanks
 
The best way to assess a lead gen specialist with a 'short-tenure CV' is to skip theory and test them: give a practical assignment (e.g., build a lead list in your target niche + craft outreach messages) and measure the quality, creativity, and response rate instead of relying only on past job history
 
Look for proof, not tenure: ask for concrete metrics from past roles, run a small live assignment, and check references.
If they can show repeatable results and explain their process clearly, short stints don’t matter much.
 
RandyH said:
I'm looking for lead generation specialist.
But here’s the tricky part: almost every candidate we’ve seen so far has worked only 4–6 months in each company. (Not by our choice — that’s just how most of them look on paper.)


And now the question is: how do you actually assess their expertise?


  • Is it someone who does have skills but never got a chance to fully show them in a company?
  • Or is it more like a “trial period specialist” who constantly fails probation and moves on?

Lead gen seems simple in theory — either you bring in leads, or you don’t.
But how do you figure out at the interview stage whether the candidate can deliver results consistently, or just knows how to sell themselves with nice stories?
Are they capable of building something solid, or is it going to be another round of “hello sir” messages?


Has anyone here gone through the same challenge?
Click to expand...

My honest advice is: You have to find the winning strategy yourself, then write an operating manual, and then outsource.
 
Exactly, lead gen seems simple but results vary a lot. Short stints don’t always mean low skill
RandyH said:
I'm looking for lead generation specialist.
But here’s the tricky part: almost every candidate we’ve seen so far has worked only 4–6 months in each company. (Not by our choice — that’s just how most of them look on paper.)


And now the question is: how do you actually assess their expertise?


  • Is it someone who does have skills but never got a chance to fully show them in a company?
  • Or is it more like a “trial period specialist” who constantly fails probation and moves on?

Lead gen seems simple in theory — either you bring in leads, or you don’t.
But how do you figure out at the interview stage whether the candidate can deliver results consistently, or just knows how to sell themselves with nice stories?
Are they capable of building something solid, or is it going to be another round of “hello sir” messages?


Has anyone here gone through the same challenge?
Click to expand...

sometimes people just haven’t found the right systems or leadership yet. The challenge is separating skill from circumstance.
 
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