Pardavėjas (-a) je
UAB "Lidl Lietuva"
Ukmergė
1 230–2 035 € / month gross
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FOR EMPLOYERS
Recruitment of sales and customer service employees
Need a salesperson, manager or sales manager? We adapt the selection according to the product, customer segment and whether the person will be looking for new customers or developing existing relationships.
Send your hiring needsWhat type of work are we looking for a person for?
B2B sales, technical sales and point of sale service require different skills. We discuss the sales cycle, objectives, CRM and responsibility for the client portfolio.
Clear base pay, bonus terms and realistic targets help the candidate understand the offer. We look at past performance alongside product, territory and team context.
Specialties in this field
Topics to discuss before the search
- Job functions and necessary competencies
- Workplace, schedule, and business trips
- Salary range and additional conditions
- Employee autonomy and team assistance
- Recruitment scope and decision-making process
Assessment based on the actual job
Before the search, we agree on which skills to check and how. We assess technical tasks together with a specialist you nominate. A short task demonstrates a specific skill; it does not replace an assessment of the candidate’s full work experience.
- Selling or negotiating situation
- Discussion of previous results and their circumstances
- A speaking or written communication task
- Prioritization of customer request
The candidate report states the checking method, findings and anything not yet verified. Generic “AI potential” percentages are not evidence of professional qualifications.
How the employee search will work
- 01
Clear requirements
We agree on the work, salary budget and essential skills.
- 02
Candidate search
We choose the channels and present the job opportunity.
- 03
Interviews and checks
We assess experience and carry out the agreed assessment tasks.
- 04
Candidate comparison
We provide a report and help arrange interviews.
- 05
Offer and start date
We align expectations and agree on the next steps.
Frequently asked questions
How much does an employee search cost?
We quote a price after reviewing the profession, work location, requirements and selection scope. The proposal specifies what you pay for, when payment is due and the conditions for a repeat search. Access to candidate contacts and full recruitment are separate services.
How long does it take to find an employee?
We agree on a search plan and the date of the first report after reviewing your needs. Timing depends on the salary, work location, requirements and candidates’ interest. We provide updates on progress and obstacles at agreed intervals.
Are candidates’ technical skills assessed?
We agree on the assessment scope before the search. This may include a structured interview, document checks and a short practical task with your technical specialist. The report distinguishes verified skills from the candidate’s own statements.
Can you approach specialists who are already employed?
Depending on the project, we can use direct search and present the opportunity individually. The candidate decides whether to take part, and we share their information within the agreed scope.
What happens if a candidate is not suitable?
Candidate presentation and hiring have separate criteria. We agree on repeat search or guarantee terms in the proposal and contract before work begins.
FOR EMPLOYERS
Recruitment tailored to your role
Describe the role, city and working conditions. We will propose a search scope and a tailored price.
Submit an enquiry free of charge. Recruitment pricing is agreed individually.Professions and professional assessment criteria
Choose a specific role. We tailor the assessment to your company’s work and agree on a practical task before recruitment.
B2B sales managers
Possible professional assessment: Situation involving clarifying the B2B client's needs and commercial offer. We evaluate the candidate's explanation, decision process, and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
Technical sales managers
Possible professional assessment: Discussion of the client's technical need, solution explanation and proposal. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
Export managers
Possible professional assessment: The status of the export customer's request, offer and communication in a foreign language. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
Key account managers
Possible professional assessment: Situation of main client plan, negotiation and relationship maintenance. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
Heads of sales
Possible professional assessment: Analysis of sales funnel, team goals and results. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
Customer service specialists
Possible professional assessment: The status of the customer's request, complaint and decision explanation. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
Sales assistants
Possible professional assessment: Product delivery, customer demand and service situation. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
E-commerce specialists
Possible professional assessment: Analysis of e-store order, product data and sales figures. We value the candidate's explanation, decision-making process and ability to justify actions.
Search criteria: similar previous work, independence, equipment or systems, required documents, schedule and realistic salary expectations.
How do we search for an employee for your role?
1. Describe the duties
List 3–5 main tasks, the equipment and work location. Identify experience essential on day one and skills you can teach. Agree on the schedule, travel, start date and salary range in advance.
2. Agree on search channels and scope
Discuss vacancy advertising, existing profiles and active outreach to suitable specialists. The proposal defines our recruitment role, the information provided and who coordinates employer interviews.
3. Discuss the candidate’s experience
We ask for concrete work examples: what the candidate did personally, their responsibility and practical problem solving. We clarify salary expectations, possible start date and interest in your offer.
4. Compare professional skills
If a practical assessment is agreed, it relates to the job’s duties. We provide the task and criteria in advance. A general questionnaire does not replace professional experience; certificates and required qualifications are checked for the specific role.
5. Present a candidate comparison
We provide the agreed information: experience, skills, salary expectations, availability and remaining questions. You make the final decision. Price, timing and repeat-search terms are agreed in the proposal.
We evaluate the jobs and work environment
Define the employer’s needs based on specific jobs and systems: the job title is just the beginning of the search.
Do you work in this field?
Create a profile with your profession and experience. The candidate database system controls access to contact details.
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