18 Sales Hires and Counting: How SoSafe Built a Winning Team with hyrise

Meet Frank Piotraschke, Chief Revenue Officer at SoSafe  to find out how the cooperation between hyrise and SoSafe turned out.

In a Nutshell

Founded: 2018

Industry: Cybersecurity

HQ Location: Cologne, Germany

Website: https://sosafe-awareness.com/

Number of Employees: 450+

Challenge: Quickly finding and hiring top sales talent to drive go-to-market success

Solution: Partnering with hyrise for precise talent acquisition to build a high-performing sales team with top potential

Results: Successful hiring of 18 salespeople, foundation for go-to-market success

Highlights of working with hyrise

“We’ve now hired around 18 people through you. There’s no question about the quality of work you deliver—it has been instrumental for us. Given our strong reliance on a direct sales approach, this support has been invaluable.”

“The collaboration with hyrise is one of the key success factors for our go-to-market motion and how we’ve built it. In fact, it’s one of the foundational reasons for our success. You played a crucial role in helping us identify the right people who enabled our growth and accelerated our business.”

“I can wholeheartedly recommend you to any tech founder looking to build a top-tier team because you have delivered—something not many in the HR talent market can truly claim.”

Meet SoSafe

SoSafe is a European leader in security awareness and human risk management, helping organizations strengthen cybersecurity through employee training and phishing simulations. Their platform leverages behavioral science and advanced technology to create engaging, personalized learning experiences—empowering employees to become active defenders against cyber threats.

Their Challenge

• Scaling challenges: SoSafe needed to rapidly expand its sales team with talented junior professionals to support their growth.
• High-volume hiring needs: As a fast-growing tech company, they required more hires than their internal team could source independently.
• Ineffective traditional methods: Standard recruitment approaches failed to attract junior talent with the right potential and growth mindset.
• Long-term team development: Their focus wasn't merely on filling positions but on building a team of junior professionals who could grow within the company.

The Solution

• Access to ambitious talent pool: We helped SoSafe identify and connect with high-potential, junior-level candidates eager to grow within the company.
• Strategic hiring approach: We focused on recruiting ambitious young professionals, providing them with a strong foundation to launch their sales careers.
• Sales enablement: Complementing SoSafe's existing sales enablement function, we delivered on-the-job training to equip new hires with essential tech knowledge and sales skills, ensuring a smooth transition into their roles.
• Career acceleration opportunities: SoSafe created an environment where young professionals could advance quickly, offering career growth opportunities that traditional corporate settings typically lack.
• Long-term partnership: Our collaboration has spanned 2 years, consistently supporting their growth and strengthening their sales team.

The Impact

• Scaling the Team: Successfully hired and trained 18+ Sales People to support SoSafe's growth.
• Building a Strong Foundation: Helped establish a high-performing go-to-market team by identifying top talent.
• High Retention & Performance: Achieved a strong retention rate, with only two departures.
• Career Advancement: Our placements excelled, progressing to Corporate SDRs, AEs, Corporate AEs, and Enterprise AEs—some even reaching President's Club and leadership roles.

SDR Retention Strategies

Our collaboration is just the starting point—what happens after hiring is crucial for retaining top talent.

Here are Frank's key tips on how to keep SDRs engaged and growing:

• Create real opportunities: Offer a strong market and product that give SDRs the chance to succeed and grow.
• Foster an ambitious environment: Build a culture where high-performers can advance quickly into roles where they can thrive.
• Hire the right people: Focus on talented, driven individuals who see sales as a long-term career path.
• Invest in enablement: Provide tech knowledge and sales training to ensure SDRs are set up for success from day one.
• Deliver on growth promises: Allow high-performers to progress quickly—but set clear expectations for performance.
• Build a strong culture: Create an environment where young professionals want to both start and develop their careers.

“We are fully committed to delivering on our promise—if people prove themselves, we ensure they have opportunities to grow quickly. And we mean it, because if we don’t, they’ll grow elsewhere. That’s why it’s crucial for us to provide the right environment for their development, or risk losing them.”

If you're interested in hiring top sales talents, please reach out to us!

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