The best person out there, not the best person that applied.
We build sales teams and we fill sales roles. Sales search and executive sales recruiting.
We hunt the people already winning their number, because they are not reading job posts. 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, hunt the top producers, 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. Most searches are contingency, paid on hire. Executive and confidential searches are retained.
From a first territory rep to a chief revenue officer. Base-plus-commission roles from around $60,000, straight-commission desks, and sales leadership at roughly $200,000 OTE with bonus targets.
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. Hunted, and worked exclusively.
Field sales, territory representatives and commission-only agents, hired against an agreed profile. 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. The best person out there, not the best person that applied.
The best salespeople in any market already have a job and are exceeding their number. Nobody walks away from that for a job that is merely open. We take searches where we would tell a friend to take the call, and we say so to the candidate before they take it. That is why the people worth hiring pick up.
Building and home products, construction supply and distribution, and residential real estate. We recruit U.S. sales leaders and teams for building-products, home-improvement and DIY brands, on the retail, Pro and commercial, and distribution side of the business.
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 an executive who is winning where they are, 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. The names on that map are the ones worth hunting, 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 actually holds or fails, and it is where hitting the ground running is either set up or squandered.
We go after people already winning in their roles: not looking, not applying, and the best in your market.
Every placement carries a 90-day replacement guarantee.
The best person out there, not the best person that applied.
If we reached out, it is because we mapped this market and your name came up on merit. Nothing about you goes to a client until you tell us to send it. We do not contact your employer. If the timing is wrong we close the file and come back to you later. And we tell you the hard parts of a role before you take the next call, because a candidate who accepts on a false picture leaves in seven months, and nobody wins.