Hiring in Sales

• Account executives

  SMB, mid-market and enterprise AEs.

  SMB AEs · Mid-market AEs · Enterprise AEs · Strategic AEs

• Business development

  SDRs, BDRs and outbound teams.

  SDRs · BDRs · Outbound managers · Sales development leaders

• Sales leadership

  Team leads to CROs.

  Sales managers · Sales directors · VPs of sales · CROs

• Enterprise sales

  Complex, multi-stakeholder enterprise motions.

  Enterprise AEs · Global account directors · Strategic account managers

• Revenue operations

  The systems and processes behind revenue.

  RevOps analysts · RevOps managers · Deal desk · Comp and territory analysts

• Sales engineering & partnerships

  SEs, SCs and channel.

  Sales engineers · Solutions consultants · Partnerships managers · Channel account managers

• Motion and deal-size fit

  Transactional, mid-market and enterprise motions reward different skills. The rubric captures actual cycle length, ACV and buying committees the candidate has worked with.

• Quota and attainment evidence

  We extract quota, attainment and pipeline evidence from the CV instead of trusting a headline number. When it's not on the CV, the shortlist says so.

• Segment and product fit

  Selling SaaS to SMB is not selling infra to enterprise. Segment, ICP and product type are captured in intake as first-class filters.

• Territory and vertical

  Named accounts, patch design and vertical specialism captured — never assumed from a job title.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For sales, these are the signals that carry weight:

• Motion, deal size and cycle captured
• Quota and attainment evidence from the CV
• ICP and segment as first-class filters

• MEDDIC / MEDDPICC accreditation
• Challenger training
• Winning by Design
• Sandler

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.