Dear SaaStr: I Fired My VP of Sales. What Now?

Dear SaaStr: I Fired My VP of Sales. What Now?

It’s tough and there may be some bumps.  But honestly things probably will be better in just a week or two.

What you do need to do is have a plan.

You need to act fast and smart to stabilize and rebuild. Here’s what you should do next:

1. Step in as Interim VP of Sales (If Needed)
   If you don’t have someone ready to step up, you’ll need to take the reins yourself temporarily. This isn’t ideal, but as the founder, you’re often the best person to steady the ship. You know the product, the customers, and the sales process better than anyone else. It’s not forever, but it’s critical to keep deals moving and morale up.

2. Promote from Within (If Right Move)
   Look at your current team. Is there a strong Director of Sales or top-performing AE who can step up? Sometimes, the best interim solution is already on your team. They might not be ready for the full VP role, but they can keep things moving while you search for the right hire.  Take some risk here if you have someone great but where it’s a stretch.  So often, they step up.  Just back them.

3. Audit the Sales Process
   Take this opportunity to dig into the sales process. What’s working? What’s broken? Look at metrics like revenue per lead, close rates, and sales cycle length. If these were declining under the previous VP, you’ll need to fix them before bringing in someone new.

4. Start the Search for a New VP Immediately
   Don’t wait too long to start looking for a replacement. Use your network, investors, and advisors to source candidates. But don’t rush into another hire—take the time to find someone who’s a perfect fit for your stage and needs. Remember, a bad VP of Sales hire can set you back a year or more ‌6‌‌12‌.

5. Focus on the Team
   Your sales team might be shaken up after the firing. Communicate clearly and transparently about what’s happening and why. Reassure them that you’re focused on finding the right leader and that their success is a priority. If morale drops, performance will follow.

6. Keep the Pipeline Moving
   The worst thing that can happen now is for deals to stall. Make sure your team is focused on closing what’s in the pipeline. If you’re stepping in as interim VP, prioritize high-probability deals and keep the momentum going.

7. Rebuild with a Plan
   When you hire the next VP of Sales, make sure they come in with a clear plan. Ask them tough questions during the interview process—how will they improve revenue per lead? How will they recruit top talent? What will the team look like in 120 days? If they don’t have clear, actionable answers, they’re not the right fit.

A related post here:

Firing a VP of Sales is tough, but it’s often the right move if they weren’t delivering.

Just:

• Slow it down if things have improved, just not enough, under their watch.   If things are better, but not as better as you’d hoped, you may be blaming them when you shouldn’t be.  See below post.
• Make sure you have a plan to stabilize the team and rebuild quickly. If you’re deliberate and focused, you can turn this into an opportunity to level up your sales org.
• We’ve all been there.  Be there for the team, and lean into the top performers.  Keep them.  That’s mostly what matters.