You've hit quota for three straight years. Your resume shows clean progression from SDR to AE to Senior AE. You have testimonials from managers calling you a top performer. And yet, you're getting rejected after initial screens, or worse, never hearing back at all.
Here's what's happening: hiring managers are drowning in applications from people with similar resumes. They need a faster way to understand who you really are, how you communicate, and whether you'll fit their team. That's why video introductions have become the new first impression in sales hiring. And most candidates are completely unprepared.
Your Resume Proves You Can Do the Job. Video Shows How You Do It.
Think about the last time you hired someone onto your team. Did you choose them purely based on their CV? Or did you pick the person who, in conversation, demonstrated the right energy, asked smart questions, and made you think "this person gets it"?
That's exactly what's happening to you now. Everyone in the candidate pool has hit quota. Everyone has progression. Everyone claims to be a "consultative seller" and a "team player." Your resume gets you into the pile, but it doesn't get you out of it.
Video is how you break through.
What Hiring Managers Actually Look For (And It's Not What You Think)
When a sales leader watches your video introduction, they're not checking boxes. They're asking themselves four questions:
1. Does this person have the energy I need on my team?
Energy doesn't mean being loud or fake-enthusiastic. It means you sound like you actually want to be there. If you're applying for a high-velocity SDR role but speak in a flat monotone, that's a mismatch. If you're going for enterprise AE but rush through your video like you're late for something else, that signals poor executive presence.
2. Do they communicate clearly and confidently?
Sales is communication. If you can't articulate your value in 90 seconds without rambling, stumbling, or over-explaining, a hiring manager assumes you'll do the same with prospects. They're not looking for perfection, they're looking for clarity.
3. Does their story make sense?
If you've moved companies four times in three years, they want to know why. If you're pivoting from enterprise to SMB, they want to understand the thinking. Your video is your chance to frame your story before they frame it for you. Don't leave gaps for them to fill with assumptions.
4. Would I want this person representing my company to clients?
Be honest: would you let yourself pitch your biggest prospect based on how you come across in your video? If the answer is "maybe" or "probably," you need to re-record.
The Mistakes Experienced Reps Make (That Cost Them Interviews)
Assuming your track record speaks for itself.
It doesn't. Hiring managers see dozens of candidates with similar numbers. Your quota attainment gets you considered. Your communication style gets you hired.
Sounding rehearsed or corporate.
Reading from a script makes you sound like a bot. Hiring managers want to see how you actually communicate, not how well you memorized lines. Know your key points, then speak naturally.
Rushing through without showing personality.
You're not recording a voicemail. This is your chance to let them see who you are beyond bullet points. Smile if something makes you genuinely happy. Show conviction when you talk about what you're looking for. Be a human.
Not adjusting delivery for different roles or companies.
The energy and tone you use for a scrappy startup should be different from what you bring to an enterprise software company. Watch their videos, read their content, then match the vibe.
Burying your value.
Don't save your best stuff for the end. Lead with your most relevant, impressive achievement. If a hiring manager only watches 30 seconds, they should immediately understand why you're worth talking to.
How to Use Video as Your Competitive Edge
The 30-Second Test
Record your video. Watch only the first 30 seconds. If a hiring manager stopped there, would they know:
- What you do now and what you've achieved?
- What you're looking for?
- Why they should keep watching?
If not, restructure. Your opening should be tight and valuable.
Match Your Energy to the Company
High-growth startup? Show urgency and adaptability. Enterprise company? Demonstrate executive presence and strategic thinking. You're not being fake, you're showing different parts of who you already are.
Be Specific, Not Generic
Bad: "I'm a results-driven sales professional looking for my next opportunity."
Good: "I've closed $2.3M in ARR over the last 18 months selling marketing automation to mid-market companies. I'm looking to move into enterprise sales where I can leverage longer deal cycles and multi-stakeholder selling."
Specificity signals competence. Vagueness signals desperation.
End With Confidence
Don't trail off or apologize for taking their time. End with a clear statement: "I'd love to talk about how I can help you scale your US sales team." Then stop recording.
What Meritt Coach Actually Tells You
When we built Meritt Coach, we started with a simple question: what feedback would actually help experienced sales professionals stand out?
Not academic theory about facial expressions. Not "you smiled 12 times in two minutes." But the stuff hiring managers think and don't say.
That's why our feedback focuses on practical adjustments:
- "Your enthusiasm drops in the second half. Here's how to maintain energy throughout."
- "You rush at the end of sentences, which undercuts your authority. Slow down to leave a stronger impression."
- "The warmth in your expression helps build trust. Lean into that strength."
- "Too many filler words like 'kind of' and 'sort of' weaken your impact. Try firmer phrasing."
You get instant feedback you can actually use. Not days later. Not vague. Not sugar-coated because the recruiter doesn't want to offend you. Real coaching that makes your next video better.
How does this work? Meritt Coach uses advanced analysis systems to measure dozens of expressive signals: your vocal tone and pacing, facial expressions, language patterns, even the small non-verbal sounds you make. But the technology just provides raw data. Our coaching layer, built from years of sales hiring expertise, translates those signals into feedback that actually helps you improve. It's the combination of measurement precision and human sales knowledge that makes the feedback useful, not just accurate.
Most of your friends and family will tell you your video is great because they love you. Hiring managers won't tell you what's wrong because they've already moved on to the next candidate. We give you the honest feedback that helps you improve.
This Isn't Just for Meritt
Here's the thing: whether you apply through Meritt or not, you're going to encounter video in your job search. More companies are using it because it works. It saves them time and gives them signal that resumes can't provide.
You can either treat it as an annoying box to tick, record something generic, and wonder why you're not getting callbacks. Or you can treat it as the competitive advantage it is.
Your competitors are doing the minimum. You can do better.
Record with intention. Get feedback. Iterate. Show hiring managers who you really are and why that matters.
That's how experienced sales professionals break through in a crowded market.