The best person out there, not the best person that applied.
We build sales teams and we fill sales roles. Executive and specialized search.
Most of our searches are passive, because the people worth hiring are working and hitting target and they are not reading job boards. A sales hire fails in public, and the real cost is not the fee, it is the territory that stood still for a year.
One seat or a whole desk. Either way the work is the same: map the market, go to the people who are not looking, and argue for the ones worth the move. Our network is deepest in building and home products, construction supply and distribution, and residential real estate.
Chief revenue officer, VP of sales, national accounts director, commercial director, sales director, general manager, country manager, and the people who own a distributor, dealer or big-box relationship. A focused search, worked passively and worked exclusively.
Field sales, territory representatives and commission-based agents, hired against an agreed profile. A whole desk, a new region, or a commission-only force built from nothing.
Construction, finance and insurance, IT and technology, healthcare and legal, plus contract staffing and augmentation, contract-to-hire, the AI and data science bench, and the design practice. Active desks, with clients we have worked with for years.
A hunter opens accounts that were not there before. That is a different person from a good account manager, and the difference shows up in the number, not the interview. We hire for the first one, and we look for the ones who hit the ground running and create ROI fast.
We are a small firm and we intend to stay one. Good people, finding great salespeople, for companies worth the move.
We will turn down a search over how a hiring manager talks about the person they are replacing. Not because we are precious about it. Because the best salespeople in any market already have a job, and they do not leave it for a company that treats people badly.
Being selective about clients is how we get access to candidates. The people worth hiring are working and hitting target, and they answer the phone for firms whose clients they respect.
Building and home products, construction supply and distribution, and residential real estate.
Some searches can't be public: a build the market shouldn't see coming, a replacement the team hasn't been told about, a move a competitor would love to know. We run confidential mandates as a discipline.
We treat what you tell us as confidential before you tell us anything, and we say so up front rather than after.
Candidates learn who you are when you decide they should.
Compelling enough to move a passive executive, revealing nothing.
The people we approach trust us with their careers; that's why they answer.
What we're trusted with stays trusted, during the search and after it.
We agree what a true hunter looks like in this seat, and what the person will be measured on, before the search begins. Hunting and account management are different jobs, and the profile has to say which one you are buying.
We map the market rather than advertise the role. Most of the names on that map are not looking, which is exactly why they are worth the call. You see the map.
Not a stack of resumes. A shortlist, and the argument for each name on it.
We stay involved after the signature. That is when a hire is actually made or lost, and it is where hitting the ground running is either set up or squandered.
In our longest-running commission-only sales practice, one placement has left. Everyone placed since has stayed.
Commission-only is the hardest seat in sales to fill and the easiest one to walk away from. Retention in that practice is not a hiring statistic, it is the whole argument: people who were found rather than recruited off a job board, in a seat they chose on the numbers, tend to stay in it.
If a placement leaves in the first ninety days, we run the replacement search at no further fee. What is and is not covered is set out in the engagement letter, and we send that before you commit to anything.