Our Clients
Your Partner for Sales & Revenue Talent.
We partner with B2B, technology, and growth-focused companies to build high-performing sales teams. From early-stage hiring to enterprise sales and leadership, we help businesses find the talent they need to grow.
Businesses We’ve Worked With
How We Think About Sales Hiring
Most hiring mistakes in sales come from treating every sales role as the same job. These are the principles that shape how we brief, screen and shortlist.
Titles don’t travel
An “Account Executive” can be a very different job from one company to the next. Deal size, sales cycle, buyer seniority and whether the seller sources their own pipeline all change what good looks like.
Segment shapes the profile
Selling to small businesses at high velocity rewards pace and consistency. Selling to enterprises rewards patience, multi-threading and stakeholder management. The best fit depends on your customer.
Ramp time is part of the hire
Every Sales Talent hire needs time to ramp before contributing at full capacity. Hiring for the right sales motion up front shortens that period, and a mismatch lengthens it.
Context matters more than headline numbers
Quota attainment means little without the territory, product maturity, team support and pipeline source behind it. We look at the context around the number, not only the number.
Hiring Needs by Growth Stage
As companies grow, their sales hiring needs evolve. We help businesses identify the right talent at every stage, from building their first sales team to scaling enterprise sales and leadership. Every hiring strategy is tailored to your business model and growth goals.
Early Stage: Building the First Sales Function
Typical hiring needA first SDR/BDR or Account Executive, often working closely with the founders.
What matters mostOwnership, adaptability, comfort with an imperfect process, and willingness to prospect.
Common pitfallHiring someone used to a mature playbook, marketing support and a steady flow of inbound leads.
Growth Stage: Expanding a Working Motion
Typical hiring needSeveral SDRs/BDRs and Account Executives, a first line of sales managers, and a split between outbound and inbound.
What matters mostRepeatability, coachability, CRM discipline and comfort with clear targets.
Common pitfallAssuming a strong individual seller will automatically make a strong manager.
Scale Stage: Segmenting and Leading
Typical hiring needEnterprise sales professionals, key account and account managers for expansion, and sales leaders.
What matters mostStakeholder management, forecasting discipline, account planning and team leadership.
Common pitfallHiring leaders who have run teams, but not in your market, deal size or sales motion.
Roles by Sales Motion
Roles make more sense when grouped by how a company actually sells. This is how we map the profiles we recruit.
Outbound-Led
Roles: Sales Development Representatives, Business Development Representatives.
Focus: Prospecting, lead qualification and meeting generation.
Signals we look for: Structured outreach, research habits, resilience and clean CRM records.
Inside Sales & Inbound
Roles: Inside Sales Executives, Account Executives.
Focus: Discovery calls, product demos, follow-ups and closing in shorter cycles.
Signals we look for: Quality of discovery, objection handling, pipeline hygiene and speed of response.
Enterprise & Expansion
Roles: Enterprise Sales Professionals, Key Account Managers, Account Managers, Sales Managers.
Focus: Multi-stakeholder deals, renewals, upselling and cross-selling, and team leadership.
Signals we look for: Account planning, stakeholder mapping, negotiation and forecast accuracy.
How We Screen Sales Talent
We evaluate candidates against your specific role, not a generic sales template. Before sharing any profile, we align with you on the criteria that matter for that position, then screen against them.
The aim is a shorter shortlist of relevant profiles, so your team spends interview time on people who fit your market and your sales model.
What we assess
- Target market and buyer seniority: who they have sold to.
- Deal size and sales cycle: how close their experience is to your model.
- Sales motion: outbound, inbound or a mix.
- Product and tool familiarity: CRM and sales engagement tools.
- Targets and results, with context: what sat behind the numbers.
- Communication and commercial judgement: how they think and explain.
How an Engagement Works
A simple, transparent process from first conversation to interviews.
Role Brief
We learn your product, target customers, sales motion, deal size, team structure and hiring criteria.
Calibration
We agree the must-haves and nice-to-haves, and give you an honest view of what the market can offer for the role.
Focused Shortlist
We share fewer, better-matched profiles, screened against the criteria we agreed.
Interviews & Feedback
We coordinate interviews, gather feedback from both sides and adjust the search where needed.
Questions Hiring Teams Ask
Common questions before starting a search with Recruzant.
What do you need from us to get started?
A short role brief: your product and target customers, how you sell, typical deal size and sales cycle, team structure and reporting line, must-have experience, compensation range and the tools your team uses.
Can you support more than one role in a single engagement?
Yes. We can support individual hires as well as several positions at once, for example an SDR team alongside an Account Executive or a sales manager.
Do you recruit only for Sales roles?
Our focus is sales, business development and go-to-market talent search. If your business sits close to this space, talk to us about your requirements.
How do you handle confidentiality?
We treat your hiring plans and candidate information as confidential. Respect for confidentiality is one of our core values.
How do we get started?
Send an enquiry through the Hire Sales Talent form or contact us directly. We will discuss your requirements and agree the next steps.
Hire with a team that only recruits for sales.
Tell us about the role, the market you sell into and the team you are building. We will take it from there.