Hunters who find hunters.
Executive search and specialized recruiting for sales organizations.
A sales hire fails in public. Everyone knows by the second quarter, and the real cost is not the fee, it is the territory that stood still for a year.
Good people, finding good people, for good companies.
A small firm, on purpose
We are a small firm and we intend to stay one. Good people, finding good people, for good companies.
We will turn down a search
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.
Selectivity is access
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.
Where our network is deepest
Building and home products, construction supply and distribution, and residential real estate.
Discretion is a capability, not a courtesy
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.
NDA-backed engagements
Mutual confidentiality from the first conversation.
Protected client identity
Candidates learn who you are when you decide they should.
Blind outreach done right
Compelling enough to move a passive executive, revealing nothing.
Candidate discretion, both directions
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 map the market rather than advertise the role
Calibration
We agree what exceptional actually looks like in the seat, and what the person will be measured on, before the search begins.
A market map you actually see
We map the market rather than advertise the role, because the people worth hiring are working and hitting target. You see the map.
A shortlist with our reasoning attached
Not a stack of resumes. A shortlist, and the argument for each name on it.
Through the offer and the first ninety days
We stay involved after the signature. That is when a hire is actually made or lost.
Search, and recruiting
Search, for the single hire. Recruiting, for a population. Our network is deepest in building and home products, construction supply and distribution, and residential real estate.
Search
Chief revenue officer, VP of sales, commercial director, sales director, general manager, country manager, and the people who own a distributor, dealer or big-box relationship. Retained, or partly retained.
Recruiting
Field sales, territory representatives and commission-based agents, hired quickly against an agreed profile.
Contract Staffing & Augmentation
Build technical benches, scale delivery teams, or staff project-specific engagements. Contract, augmentation, and project-based talent for consulting, professional services, and growth-stage companies.
Contract-to-Hire
Bring talent on under contract with a clear path to permanent conversion. De-risk critical hires by evaluating fit on the job before the long-term commitment. Ideal for fast-moving teams and newly created functions.
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.