Functions
Sales
Revenue leaders who have carried the number themselves.
Why this seat matters
An empty revenue seat is the most expensive vacancy on the org chart. Quota does not pause. Deals slow, forecast confidence drops, and the people who are left start covering territory nobody owns. This is the vacancy your board notices first.
Roles we place
CRO
VP Sales
Director of RevOps
Head of Partnerships
Enterprise AE
Who we place
Sales leadership, revenue operations and partnerships, through to CRO. We match on the motion you are actually running today.
How we find them
Top sellers are too busy closing to read job posts. We start from scratch, go straight to the people carrying a number in markets like yours, and learn how they actually win. You meet 2 or 3 people who can sell what you sell, not 30 who say they hit quota.
We commit to
Thirty days from intake to accepted offer, because the number keeps running while the seat is empty. One relationship manager from your first sales search to your tenth, with no pods and no hand-offs. Your search never gets dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Verifying the number is the hard part. Everyone has carried quota on paper. Expect us to spend the screen on what was actually closed, in what market, against what target.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Quota is running while the seat is open and you cannot wait a quarter to fill it.
You want performance verified, not taken from a resume.
You have approval to hire and are ready to move when we find the right person.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Sales
Revenue leaders who have carried the number themselves.
Why this seat matters
An empty revenue seat is the most expensive vacancy on the org chart. Quota does not pause. Deals slow, forecast confidence drops, and the people who are left start covering territory nobody owns. This is the vacancy your board notices first.
Roles we place
CRO
VP Sales
Director of RevOps
Head of Partnerships
Enterprise AE
Who we place
Sales leadership, revenue operations and partnerships, through to CRO. We match on the motion you are actually running today.
How we find them
Top sellers are too busy closing to read job posts. We start from scratch, go straight to the people carrying a number in markets like yours, and learn how they actually win. You meet 2 or 3 people who can sell what you sell, not 30 who say they hit quota.
We commit to
Thirty days from intake to accepted offer, because the number keeps running while the seat is empty. One relationship manager from your first sales search to your tenth, with no pods and no hand-offs. Your search never gets dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Verifying the number is the hard part. Everyone has carried quota on paper. Expect us to spend the screen on what was actually closed, in what market, against what target.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Quota is running while the seat is open and you cannot wait a quarter to fill it.
You want performance verified, not taken from a resume.
You have approval to hire and are ready to move when we find the right person.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Sales
Revenue leaders who have carried the number themselves.
Why this seat matters
An empty revenue seat is the most expensive vacancy on the org chart. Quota does not pause. Deals slow, forecast confidence drops, and the people who are left start covering territory nobody owns. This is the vacancy your board notices first.
Roles we place
CRO
VP Sales
Director of RevOps
Head of Partnerships
Enterprise AE
Who we place
Sales leadership, revenue operations and partnerships, through to CRO. We match on the motion you are actually running today.
How we find them
Top sellers are too busy closing to read job posts. We start from scratch, go straight to the people carrying a number in markets like yours, and learn how they actually win. You meet 2 or 3 people who can sell what you sell, not 30 who say they hit quota.
We commit to
Thirty days from intake to accepted offer, because the number keeps running while the seat is empty. One relationship manager from your first sales search to your tenth, with no pods and no hand-offs. Your search never gets dropped for a bigger one.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
Verifying the number is the hard part. Everyone has carried quota on paper. Expect us to spend the screen on what was actually closed, in what market, against what target.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Quota is running while the seat is open and you cannot wait a quarter to fill it.
You want performance verified, not taken from a resume.
You have approval to hire and are ready to move when we find the right person.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.