How we work
How we recruit salespeople (and why you’ll see three resumes, not forty)
Most recruiters forward resumes and cross their fingers. We’d rather send you nothing than send you a rep who interviews great and can’t build pipeline. Here’s the process, start to finish.
We pressure-test the seat.
Before we source anyone: can a good rep actually win this comp plan? Who are they reporting to? What happened to the last person? If the seat is broken, we tell you first.
We map the market.
Who’s doing this exact job at companies you’d want to poach from, and who’s quietly ready to move. Our reach: 54,000+ LinkedIn followers between Brian and Paul.
We audit the numbers.
Quota. What they closed against it. Where they ranked. Then two or three recent deals: who signed, why they bought, what almost killed it.
We try to talk them out of it.
If a candidate won’t fight for the job with us, they won’t fight for your deals.
You get a short slate.
Usually three. Each with our notes on why, the numbers we verified, and the risks we see.
We stay on it after they start.
We check in with the rep and with you through ramp. Problems surface early instead of at month six.
Questions we get
How much does it cost?
CONFIRM: fee % of first-year base or OTE, and whether you offer retained, contingent, or both.
What if the hire doesn’t work out?
CONFIRM: replacement guarantee length and terms.
How fast will we see candidates?
CONFIRM: typical days to first slate, from your actual searches.
Do you only recruit in Atlanta?
No. Atlanta is home and our deepest network, but we’re running searches right now across the Northeast, Southeast, Central US, Texas, and fully remote roles nationwide.
What roles don’t you do?
CONFIRM: e.g., no engineering, no hourly retail sales.
Your move
Hiring salespeople and it's driving you nuts?
Fifteen minutes with Brian or Paul. We'll tell you what the role should pay, how long it'll take, and whether you actually need us.
Book 15 minutes →