What Does an Outside Sales Professional Do?

Face-to-face selling still wins deals that technology alone can’t close. In a market full of automation and digital touchpoints, B2B buyers crave genuine interaction and expertise.

Sales leaders who rely only on virtual outreach risk losing the personal connection that drives trust and conversion. So, if your inside sales reps are busy targeting prospects, who will close the deal?

This plan has an advantage as outside sales reps maintain a closing rate of 40%, significantly higher than typical industry averages.

In this blog, we break down what an outside sales professional does and how it helps your company win more enterprise-level deals.

Key Takeaways

• Outside sales professionals sell through face-to-face meetings, not screens.
• They travel across territories, build relationships, and manage long deal cycles.
• Field selling delivers higher-value contracts and stronger client loyalty.
• Success requires independence, time management, and consultative skills.
• Hiring the right talent needs assessment tools and data-driven evaluation.

Can Sales Leaders Still Rely on Outside Sales Reps?

Many B2B leaders are rethinking how personal interaction fits into modern selling. Despite digital outreach and automation tools, the most valuable deals still start with a handshake and a conversation.

An outside sales representative builds that trust through direct, in-person engagement. They manage relationships over time, turning one-time buyers into long-term partners.

An experienced outside sales professional works with freedom and accountability. This mix of selling, consulting, and relationship-building makes them one of the most strategic assets in a B2B sales organization.

Having defined outside sales, a natural comparison arises with the inside sales model. While many sales leaders combine both, each approach serves a distinct purpose and delivers different outcomes.

Also Read: Inside Sales: Understanding Its Structure and Working

What's the Difference Between Inside Sales and Outside Sales?

Sales teams often debate which model drives better results. The truth? Both matter, but for very different reasons. Inside sales excels in volume and speed, while outside sales wins trust and large, complex deals.

Modern B2B organizations rely on data-driven processes, yet human connection still plays a key role. Look at the table below to understand which outside sales roles are right for you:

If you’re building or expanding an outside sales force, our Contract-to-Hire Sales Recruiting service helps you hire vetted sales professionals. They can deliver results before you commit full-time, so explore how Activated Scale connects you with proven talent that drives success.

With the inside/outside sales reps's synergy clear, the focus shifts to specialization. Not all outside sales roles are the same; the right fit depends entirely on your industry and sales cycle.

Choosing correctly is the difference between consistent growth and wasted effort.

Types of Outside Sales Representatives Available for Your Market

Hiring the wrong type of sales rep is a costly mistake. This cost can go up to $47,000 in hiring mistakes.

You can find a talented individual with an impressive resume, but if their specialty doesn't align with your market's demands, you'll see minimal results.

This section is your guide to making an informed decision.

1. B2B Outside Sales Representatives

These professionals sell products or services to other businesses. They develop partnerships and work with decision-makers across multiple departments.

The focus is on strategy, value creation, and sustained revenue. A skilled outside sales rep in this segment blends consultative selling with relationship management.

2. B2C Outside Sales Representatives

B2C reps engage directly with consumers, focusing on quick rapport and faster deal closures. They excel in personal communication and adaptability, often working across industries like retail, real estate, or insurance.

Their ability to connect emotionally with buyers drives repeat purchases and referrals.

3. Industry-Specific Roles

Field selling also thrives in specialized sectors where expertise drives trust.

• Medical and Pharmaceutical Reps: Build relationships with healthcare providers, explaining technical details and compliance requirements.
• Manufacturing and Industrial Equipment Reps: Demonstrate machinery, coordinate installations, and support long buying cycles.
• Real Estate and Insurance Agents: Sell high-value assets or policies through personalized consultation and ongoing client management.
• Technology and Enterprise Solution Consultants: Sell complex digital products, Software-as-a-Service (SaaS), or infrastructure solutions, often coordinating with IT leaders.

Each category requires distinct product knowledge, emotional intelligence, and territory management skills. For sales leaders, defining these roles early helps allocate resources and set accurate quotas.

You know the type of sales talent you need to hire. However, have you ever wondered what they actually do from morning to night?

Seeing the world through their eyes is the only way to design a support system that does not end up in frustration.

Also Read: Outbound Sales Services, Solutions, and More Sales Closures

A Day in the Life of an Outside Sales Representative

An outside sales representative spends most of their day building real-world connections that drive measurable revenue. Their routine blends planning, outreach, travel, and relationship management.

Each step is aimed at strengthening client trust and moving deals forward. Here’s what a typical workday looks like for a top-performing outside sales rep:

1. Prospecting and Research: Start the day reviewing CRM data, researching new leads, and reaching out through referrals or networks.
2. Meetings and Demos: Conduct face-to-face meetings to present solutions, share product demos, and address client challenges.
3. Traveling Between Clients: Use route-planning tools to move efficiently between territories while managing time and expenses.
4. Networking and Events: Attend trade shows, local business events, and conferences to expand visibility and connect with prospects.
5. Follow-Ups and Negotiations: Revisit previous meetings, handle objections, and guide clients toward final decisions.
6. Reporting and Customer Relationship Management (CRM) Updates: Record meeting outcomes, track opportunities, and update activity logs for team alignment.
7. Post-Sale Support: Maintain client relationships, ensure satisfaction, and identify upsell or renewal opportunities.

Each day balances preparation and flexibility. The ability to adapt to last-minute client requests or travel changes often defines success.

Supporting these reps with clear data visibility and structured feedback loops can turn a good field performer into a consistent revenue driver.

Hiring for field roles should not feel like a challenge. Work with Activated Scale's Fractional Selling service to trial a proven SDR or an AE before you commit long-term.

Once you understand how an outside rep spends each day, the next question becomes sharper: Who should you actually hire for that role?

A field seller can carry your brand into boardrooms or stall the pipeline for quarters. Sales leaders who know what to look for in advance avoid costly churn and failed ramp periods.

What to Look for in an Outside Sales Representative?

Many sales teams hire based on a polished resume, then feel the fallout months later. B2B sales leaders are under pressure to deliver pipeline and predictability.

To win today, you need to be more than a seller. An overwhelming 84% of business buyers say they expect their sales rep to act as a strategic partner. So, here's how you choose an outside rep:

1. Core Responsibilities

A strong candidate should build and maintain client relationships within clear geographic or account boundaries. They manage the full sales cycle, from prospecting to close, with clear examples of deals they led.

You want someone who runs structured meetings and demos, not only “good conversations.” They need to negotiate contracts, handle renewals, and protect margin.

2. Skills

Look for clear, direct language, strong discovery questions, and confidence in handling pushback. Listen for real examples of deals saved through negotiation, not vague claims.

Product knowledge matters just as much. Strong candidates should know how they can stack-rank accounts and avoid wasted travel.

Secondary skills often separate top performers from average ones. Presentation ability, prospecting discipline, CRM proficiency, and follow-up habits all play a role.

Ask how they use Salesforce or HubSpot to manage the pipeline and spot gaps.

3. Education

Most field hires have at least a high school diploma. Many bring a business or marketing degree, but real-world sales experience often matters more.

Look for time in customer-facing roles: Retail, customer success, SDR work, or business development. Those paths build resilience, curiosity, and comfort with rejection.

For a modern outside sales professional, coachability is key. Ask about the feedback they received and how they changed their approach afterward. Answers here reveal growth potential more than any credential.

4. Compensation Expectations

Compensation talks give you another useful signal. A well-prepared candidate understands typical ranges and can explain how they tied past earnings to quota performance.

In the U.S., field reps get an average of $88,775. Misalignment here often shows up later as low motivation or short tenure, so address it early.

So you have the ideal candidate profile. Now comes the hard part: To find a true performer. Because a great resume doesn't guarantee someone can consistently hit their quota in the field.

Also Read: Understanding B2B Outside Sales: Core Differences and Steps to Succeed

How to Choose Proven Performers Before You Commit?

You've seen it before: A candidate aces the interview, their resume is flawless, and they say all the right things. You make the offer, full of hope.

However, three months in, it's clear they can't sell. The pipeline is dry, and you're left with a costly hiring mistake and a sinking feeling of, "We should have known."

So, how can you see past the polish to identify a true performer before you sign the contract? Here's how Activated Scale can help you:

• Contract-to-Hire Sales Recruiting: Try vetted professionals in live selling roles before extending a full-time offer.
• Fractional Selling: Bring in experienced SDRs or AEs to handle outreach, prospecting, and deal acceleration without increasing headcount.
• Fractional Sales Leadership: Engage seasoned sales leaders to design your Go-to-Market (GTM) strategy, refine your playbooks, and choose the right tools for your reps.

Recommended Evaluation Tools for Outside Sales Roles

• Communication Skills Test: Measures clarity, persuasion, and active listening through simulated conversations.
• Outside Sales B2B Test: Evaluates pipeline management, lead qualification, and negotiation strategy.
• CRM Proficiency Test (HubSpot or Salesforce): Tests how well candidates organize pipelines, manage follow-ups, and interpret reports.
• Time Management Test: Gauges their ability to prioritize meetings, balance travel, and maintain productivity.
• Market Research Test: Reviews how they analyze market data, spot opportunities, and align selling strategies.

Book a call with Activated Scale to access pre-vetted outside sales reps ready to deliver results in your market. Get matched with sellers who can strengthen your client relationships from day one.

The offer letter is signed. What's next? Preparing your new hires for the authentic and often challenging world of field selling.

So, be upfront about both the rewards and the rigors; you build a foundation of trust and set your team up for lasting success.

The Unfiltered Truth: What It's Really Like to Hire Outside Sales

Is the outside sales role a dream of autonomy and unlimited earning potential, or a grind of unpredictable schedules and constant pressure? The answer is: It's both.

For sales leaders, knowing the real highs and the very real lows is the first step toward building a successful field force. So, here's a table overview of the pros and cons of hiring outside reps:

For sales leaders, balancing these dynamics builds retention and results.

Read Also: Understanding Outsourced Sales Development

The Bottom Line

The success of your go-to-market strategy depends on the people representing your brand in person. An experienced outside sales professional brings strategy, empathy, and persistence to every interaction.

These are the qualities that technology alone can’t replace. For sales leaders, the key lies in hiring with precision and providing the right structure for autonomy and accountability.

Field sales will always demand grit, but with the right team, it also delivers unmatched relationship depth and deal size.

Schedule a meeting with Activated Scale to find vetted sales professionals who fit your goals, culture, and market. Start building a field sales team that consistently wins.

FAQs

1. How do outside sales reps use data to plan their day?‍

They rely on CRM analytics and territory reports to identify high-potential accounts. Reviewing engagement history each morning helps prioritize calls, meetings, and travel routes that deliver the best ROI.

2. What metrics should leaders track for outside sales performance?‍

Key indicators include meeting-to-close ratio, average deal size, pipeline velocity, and retention rate. Tracking travel-to-deal efficiency also reveals how effectively reps use time in the field.

3. How has technology changed the role of outside sales professionals?‍

Mobile CRMs, AI-driven forecasting, and virtual demo tools let field reps manage deals from anywhere. This mix of tech and personal interaction creates a hybrid approach, with less travel and more precision.

4. What traits define top-performing outside sales reps today?‍

Empathy, preparation, and discipline. The best performers combine consultative selling with strong market awareness and adapt quickly to client expectations.