How would you go about asking for a potential employer to pay for travel expenses and take it off from your first check?

I would be curious to know why you feel it is important to use personality testing. I have hired over 20 sales reps and I have never used any testing. I have conversations with my hires because that is going to tell me more about their personality any day than a test. Plus you might eliminate someone because of a test score that could be a great fit for your organization. I have a pretty strong process for hiring sales people and could share with you my steps and even the questions if you would like.

Excellent question (and excellent answers here too). I'm 18 months into my start-up. That's 18 months of learning what is essential to survival and what is a waste of energy and space. Here is what is helping me most: 1. Communication essentials: Business cards (moo.com), laptop, phone, and Internet access. No explanation necessary. 2. Memberships in free or low-cost online media and networks (like this one). Online (in order): 1) Gmail, 2) LinkedIn (especially groups), 3) Meetup, 4) Twitter, 5) WordPress, 6) Constant Contact, 7) Facebook. Use these to find in-person opportunities to network and prospect. These tools are your lifeline to building an online presence, prospecting, and researching. Also vital: Testing your product or service idea. 3. Bookkeeper or good bookkeeping software. I cannot emphasize this enough. CASH IS YOUR BUSINESS. If you don't have a budget and cash flow projection, you don't have a business. Period. You MUST make this the heart of every activity and every day. If you suck at it, find someone who is good at it and spend the money to get them to help you. BONUS: Listen to podcasts like "Entrepreneur on Fire" and subscribe to free resources like Jeffery Gitomer's "Sales Caffeine." As a bonus, here is what took up space in my toolkit (now jettisoned): 1. Big bucks on a graphic design firm to do my marketing media. This is not for starting up; it's for later. Use free or low-cost design services or templates. You want to test your actual business idea first before investing thousands of dollars in a design company. 2. Apps, apps, and more apps. I went app crazy in the beginning, buying buckets full of "productivity" software. It ended up sucking up too much time and I settled on Evernote and Google Spreadsheets because they're familiar and they work for me. Big apps are for later. 3. Coffee meetings. OMG. I wasted hours and hours and hours having coffee with my "network," which amounted to a lot of people who could pat me on the back but who could neither buy from me nor refer any business. Affirmation is great, but too much of it will run your right out of business. Find a network of entrepreneurs in your community and spend more and more time with people who can buy from you. It's the only way to grow. I'm happy to visit with you from the trenches. Please give me a call if you like.

Some of this is stage dependent and all of it is highly dependent on the team above the product manager. The simplest answer of course is to find PM's from companies who have had exemplary success where the Product Manager candidate either led prior success or was exposed to it in a meaningful way. A simple starting point is to ask them to give you examples of conflicting opinions on a feature and how they evaluated the conflicting opinions and made a decision and tracked the success or failure of that decision. AirBnb actually gives PM's homework as part of the interview process where they have to actually present a unique idea (from scratch) to the interviewing team. Happy to talk to you about best process based on your stage and existing team.

I'd recommend RecruiterBox as long as you can focus on filing one position at a time. It let's you accept up to 200 applicants for 1 position for free. http://recruiterbox.com/recruitment-software-pricing-with-free-signup/ Also, There are quite a few others out there most of which offer free 30 day trials or free access to their platforms with feature limits on them vs the company's paid offerings. Based on the way you phrased the question, this app should do the trick! Side note - if you're making use off Google apps - just create a form for submissions. It's always free.

I'll divide your question into 2 questions, because I am not sure which one you're really asking :-) 1. Should I hire him despite the costs involved? You seem to already agree to this, based on what you wrote ("I am willing to set aside...assuming I see some ROI..."). 2. How to I justify his high salary to other employees? A few options: a. You don't tell them. b. The CEO's compensation can be structured in a way that his 'salary' isn't that high (and this is what the other employees will see - so no problems), and he gets a large bonus based on results (which could be measured within 6 months and then 12 months). This is also better for you seeing that you don't know how good is will be. Additionally, if he is so confident he can do the job, he shouldn't object to that structure. c. Make it clear to your employees, that if he manages to generate more income for the company, they too will benefit from it (end of the year bonus/increased salaries/holiday gifts?). d. the tough option: tell them that if you don't make some hard choices, there won't be a company for them to work at down the line (due to the yearly decrease in profits) It's your company (which you seem to have managed successfully), so I am sure that you know what would work best with your employees. I'm happy to help you construct the employment contract with the potential adviser. Good luck p.s.: let me know how things turned out. I'm curious :-)