Industry
E-learning
Location
SF, NYC, Remote
Team Size
100
Funding
$37M
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Vanta: Scaled sales team from 1 to 40+
Vanta was formed after a series of high-profile security breaches impacted millions of people – its mission is to protect consumer data and restore our trust in internet businesses.
Vanta simplifies and automates compliance in SOC 2, HIPAA, ISO 27001, PCI DSS, and GDPR certification for cloud-based companies.
Vanta leveraged Dover technology to make key hires on its sales team.
Vanta is a fast-growing company that’s hiring across the board. We spoke with Eric Martin, the VP of Sales at Vanta, to discuss how he took the org from just him as the first sales hire to over 40 people on the sales team in two and a half years.
Not only was he tasked with figuring out how to sell Vanta to customers, but he was also responsible for figuring out how to sell Vanta to candidates – a task that was made easier through the use of Dover.
Key 1: Using Dover to ensure your biggest responsibility – hiring and building a team – is met during periods of high-growth
Because the company has grown at a rapid quip, Eric has leveraged Dover alongside his in-house GTM Recruiting team in order to support the growing sales team: “We have a phenomenal in-house recruiting team who sees Dover as an additive secret weapon of sorts."
One of Eric’s key roles at the company is hiring and building a great team, and he’s been able to succeed as a hiring manager in part due to his willingness to pull at the various levers at his disposal in order to meet the hiring plan – whether that means rethinking workflows, the division of labor between his in-house team and Dover, or the various recruiting channels available to him. This is especially important considering the team’s goal to double in size in the next year.
“We have a phenomenal in-house recruiting team who sees Dover as an additive secret weapon of sorts."
Eric Martin, Head of Sales
Key 2: A fast and efficient onboarding process
According to Eric, one of the benefits of working with Dover is the ability to get set up very quickly: “It is incredibly easy to get started - it took me 15 minutes to get onboarded, and at the end of it, I was already calibrating whether or not a set of candidates were a good fit based on what I wanted in a hire.” Because Dover has completed thousands of searches for its customers, it can rely on past data and experience to formulate a search, meaning little to no ramp time.
That calibration feeds Dover’s sourcing algorithm and allows hiring managers to see potential candidates right away – directly in Slack. The approval/rejection given to candidates create a continuous feedback loop, making Dover smarter, and pulling in a high caliber of good-fit candidates as your search progresses.
Key 3: Using Dover to build and maintain your company’s employer brand
Because Dover white-labels email outreach to candidates, hiring managers are able to be thoughtful about their personal and employer brands at scale. They’re able to customize the email pitch, modify it based on A/B tests, and insert personalization so candidates receive a note about why they specifically are a good fit.
“I appreciate being able to use my tone and style to reach out to prospective talent – the first touchpoint can be incredibly impactful, and it’s important to me that it’s on-brand and outlines the unique benefits of the role and company.”