Sales leadership, account management, business development, and enterprise sales talent. We recruit sellers who hit numbers and build pipeline.
Where we focus inside the sales space.
VPs Sales, Sales Directors, Heads of Sales, CROs
Senior AEs, Strategic AEs, Enterprise AEs
BD Reps, BDRs, SDRs, Outbound Reps
Senior AMs, Customer Success Leaders, CSMs
Sales Engineers, Solution Architects, Pre-Sales
Sales Ops Directors, Sales Enablement, Rev Ops
The sub-specialties we recruit across in sales.
A candidate-centric approach that ensures alignment not just in quota attainment — but in values, motivations, and long-term fit with the territory, the team, and the way your company actually sells.
Examine the candidate's actual quota performance, segment, deal size, sales cycle, and the patterns that predict how they will perform on your team and in your territory.
Surface how a candidate thinks about customer relationships, discipline, integrity, and where they will draw a line on a forecast or a deal.
Understand what is genuinely driving the move. Territory, product, leadership, comp structure, equity, growth — and whether the role provides it.
Pinpoint depth in the specific segment, industry, deal size, or sales motion your business needs — transactional, enterprise, channel, or new logo.
Comp, OTE, ramp, accelerators, equity, geography, growth path — the realities that determine whether someone takes the role and stays.
Quota attainment is easy to verify. It is harder to figure out whether the wins came from the territory, the team, or the person. A misaligned sales hire shows up in pipeline, forecast accuracy, and customer relationships — and the cost compounds before the data catches up.
We screen for the hard realities — quota history, segment, deal size, ramp time, customer references — and then we do the harder work: how they build pipeline when the marketing engine is slow, what they do when their forecast is in trouble, how they coach a struggling rep, and whether their idea of sales matches what your company actually needs.
Sales fit is also about discipline and trust, and that is hard to read off a quota number. The strongest sellers earn the trust of customers and teammates alike — they tell the truth in a deal review, share what is working instead of guarding it, and build pipeline through relationships rather than spin. We take the time to understand your motion, your customers, and where the business is heading, so the person we send strengthens the team rather than just carrying a bag.
And we do not disappear once the offer is signed. The first 90 days reveal whether a sales hire will truly stick — whether they ramp on your motion, earn the team's trust, and start building real pipeline instead of coasting on the territory. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you bet on becomes the closer your number relies on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.