Customer Interview: Recruiting Sales Talent at KSB Norway, by Johan Bolli

Company: KSB Norway Interviewee: Dost Haj Hossein – Managing Director, KSB Norway Recruitment Partner: SalesJobs

Background

Can you briefly describe your role at KSB Norway? I’ve been the Managing Director of KSB Norway since July 2024, so a little over a year now. I moved to Norway from Germany to take on the role. I’m responsible for the overall operation, including profitability, development, and day-to-day management. I lead a management team of five, covering sales, service, logistics, finance, pumps, valves, and aftermarket.

Can you give us a short introduction to KSB? KSB is a German company with more than 140 years of history. We are one of the global market leaders within centrifugal pumps and industrial valves, serving customers across a wide range of industries.

Starting the Collaboration

How did you first hear about SalesJobs? I didn’t know you personally when I started, but our HR department did. In 2024 we were recruiting for several positions, including sales roles, and that’s when I first got in touch with SalesJobs and met Ken-Robin.

What made you decide to work with SalesJobs? Primarily your focus on sales. We had several vacancies, and early in our discussions it became clear that you understood what is actually required in complex sales roles. The quality of communication and the way you worked in this phase really stood out and differentiated you from other recruitment agencies.

Trust and Loyalty

Why have you continued to use SalesJobs for several roles at different levels? When we decided to split sales into Pumps and Valves, the Sales Manager for Pumps was the first key role. After that came inside sales and technical sales positions. Through our dialogue, it became clear that you have strong knowledge of the Norwegian market and the industrial world, especially pumps and valves. For me, being new in Norway, it was important to work with someone who was professional, neutral, honest, and had high integrity.

What has made you stay loyal to SalesJobs and your advisor? First of all, the personal relationship. We simply got along very well. Availability has also been important. I could always reach Ken-Robin, and he was quick to respond and help. Your experience with industrial sales roles really differentiates you, and everyone else I’ve worked with at SalesJobs has been very professional.

Understanding the Roles

How well did you understand your industry and the roles you were hiring for? Very well. There’s always room for improvement, but I would say 9 out of 10. The last hires SalesJobs helped us with have worked extremely well, and the process has become quicker and more efficient over time thanks to your input.

Have you had a strategic influence on how you build your sales team? I wouldn’t say you define our strategy — by the time we involve a recruitment partner, the roles are already well thought through internally. But your input is very good and helps sharpen the profile and expectations.

The Recruitment Process

How did you experience the process from start to meeting candidates? The communication was excellent. Everything was clear, deadlines were met, and what was agreed upon was delivered. When we made changes from our side, you adapted quickly. The process felt agile, accurate, and well managed.

Were the candidates relevant and well prepared? Yes. In about 95% of the cases, candidates were well prepared and the meetings were as expected. Not everyone is a perfect fit, but all candidates were relevant — even if some were slightly to the right or left of the ideal profile.

After Hiring

How has the follow-up been after candidates started? Very good. You followed up both with us and with the candidates. Even after six months or a year, we still discuss specific hires and keep each other updated. Because of this ongoing dialogue, some recruitment processes have become very quick and efficient.

Would you do anything differently next time? Yes, and me and Ken-Robin has already discussed this. In one case, a candidate started very strong, but performance later dropped in a way that was hard to foresee. This led to good discussions about improving testing, interview depth, and reference checking. Hiring is becoming more difficult — many candidates look perfect on paper. We need better ways to uncover what’s real: personality, behavior, and authenticity. People can present extremely well for a short time, so asking the right questions is becoming more important than ever.

The Role of Recruitment Going Forward

How do you see the role of recruitment partners in the future? It’s extremely important. A good headhunter doesn’t just find candidates — you also sell the story of the company. Quality over quantity matters. Being an ambassador and explaining who we are and why someone should join us is far more valuable than simply presenting a job description. This is something you’re particularly good at.