If you’re in the media or events business, you’ll know the demand for sales talent with proven skills is constant (if not intense). 

Media and events managers are often under pressure to find a sales pro or two for their next conference or launch, especially in the largest coastal cities. The key to success in media and sales recruitment in New York is a bedrock of insider knowledge and an understanding of what sales professionals are looking for in their next role. 

As one of the hardest-working recruitment agencies in New York, we’ve seen firsthand how competitive the city’s sales talent market can be! Hiring sales talent in these major hubs is a high-stakes game where timing and market knowledge can make or break your success. 

Here’s what it takes to win. 

1. Know Your Market 

In the busiest markets, keep in mind that the best candidates are already working and likely juggling other job offers. If your recruitment process is on the slow side, you risk losing them before you even make an offer. 

The pace of business in New York and Los Angeles is quick, but with subtle differences you’ll want to account for. 

• In NYC, hustle is the currency. (Cliché but true!) Everyone appreciates confident pitches that get straight to the point. While in-person meetings are still important, digital communication and CRM tools are a strong feature of New York’s media sales jobs. Think portfolios managed with real-time analytics and pitches involving multi-channel solutions.

• In LA, the business vibe may feel more informal, but don’t mistake this for a lack of urgency! Follow-through and professionalism are essential. As the hub for all things entertainment and lifestyle-focused, the creative vision and values of a brand are often part of employers’ pitches to prospective candidates. 

Tip: Map out your interview process in advance. Know who needs to be involved, when decisions will be made, and what your non-negotiables are. This will help you keep momentum in hiring. 

2. Get Compensation Right 

Top media and events sales performers know their worth. In New York and LA, where the cost of living is high, they’ll walk away from offers that don’t add up. 

• Get the base + commission balance right. Sure, competitive base salaries are essential to attract talent from competitors. But uncapped commissions or tiered bonuses are what keep high performers motivated. 

• Benefits packages matter more than ever. If the benefits package doesn’t include the basics, like health insurance, a 401(k) match and paid time off, you’ll struggle to compete for candidates. 

• Performance incentives seal the deal. For event sales roles, it’s wise to link rewards to both revenue and event outcomes (for example, hitting sponsorship targets and driving attendee growth). 

Tip: Benchmark against similar companies in your sector and city. Trust us when we say the best candidates will know exactly what the market is paying! 

3. Network Where the Sales Talent Is 

As anyone doing media and sales recruitment New York can confirm, the best hires often come through networks rather than job advertisements. 

• Attend sector-specific events like ad tech summits, media mixers, and industry award nights. In NYC, that’s Advertising Week and Social Media Week; In LA, DigiMarCon, the NAB Show and a range of experiential marketing expos are great options for talent schmoozing.

• Use LinkedIn strategically. Making personalised reach-outs to warm connections will get far better results than generic InMails. 

• Partner with a media and event sales recruiter with demonstrable knowledge of your niche and a deep database of media and events sales talent. This is particularly valuable if you want to keep searches confidential. 

Tip: Don’t wait until you have a vacancy to start building relationships. The best hires often come from ongoing conversations. 

4. Sell the Role, Sell the Brand 

As an employer, you’re not the only one assessing fit. The candidate is interviewing you, too. Think of all the factors that would appeal to an experienced and ambitious candidate.

• Show career growth. Demonstrate how the role is a stepping stone to bigger opportunities, whether that’s managing a team, leading larger accounts, or entering new markets.

• Highlight impact. Connect the role to your company’s bigger goals. Outlining targets like launching flagship events or leading a market expansion can make the job opportunity more enticing. 

• Brag (subtly). Share proof points like high-profile sponsors, impressive attendance numbers, or successful media partnerships. Who can resist a killer name-drop or sales stat? 
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Tip: Salespeople, after all, are experts in selling. That means they can spot an unconvincing pitch a mile away. Be clear, confident, and specific when talking to candidates. 

5. Move Fast and Onboard Smarter 

Speed is everything. In NYC and LA, top candidates are rarely on the market for more than 2–3 weeks. That means it’s a good idea to: 

• Streamline the job interview process. Where possible, combine stages or run back-to-back interviews to save time. 

• Avoid sitting on job offers. If you want that candidate, make a verbal job offer and follow up quickly with the paperwork. Hesitation can signal uncertainty, which can turn candidates off.

• Give special attention to onboarding. There is plenty of research that shows getting it right speeds up a new hire’s path to productivity. Plus, good onboarding increases their likelihood of staying longer. From day one, ensure they have everything they need to hit the ground running, including CRM access, client lists and introductions to key accounts. 

Tip: Keep engagement high during that in-between zone, when a candidate has accepted a job offer but hasn’t started yet. Regular check-ins, welcome messages from the team and early access to resources will make for an excellent onboarding experience. 

The Last Word… 

Recruiting salespeople in New York and Los Angeles isn’t for the faint of heart. You’re competing with some of the most prestigious brands in the media and events industry… and the talent pool knows it. 

Making the right hire is an important business decision. Effective salespeople are the key to deepening market presence and cultivating an attractive brand. In two of the most influential cities in the world, even more so! 

With Savvy Global, you get a media and event sales recruitment partner who understands the players and how to land talent before your competitors do. Get in touch with our team today to find your next sales star.