Good sales talent is hard to find.
Great sales talent is hard to get.
Quite possibly the most enjoyable way to hire your next Sales talent.
From Enterprise AE to CRO, across the US and Canada.
Plan your next hire
average leadership search
still in seat after a year
average leadership search
still in seat after a year
01/ THE REAL SEARCH The best candidates are already winning
01/ The best candidates are already winning
[ I ]
Everyone wants to hire the same profiles.
[ II ]
You're not competing on the candidate.
You're competing on the offer.
[ III ]
The person you want is already winning elsewhere.
[ IV ]
Finding people is easy. Finding why they'd leave a good seat for YOURS is the actual job.
02/ The Stakes Hiring Sales Pros is a different sport
02/ Hiring Sales Pros is a different sport
Everyone interviews well at this level.
Sales Leaders selling themselves? Good luck! Telling a great track record from a great story takes people who've carried the bag themselves.
Your network runs out fast.
Your board and investors might "know a couple names". Then what? We talk to 12,000 Sales Professionals a year to find the ones worth your calendar.
You can't always search in public.
Replacing a VP quietly. Making your first North American hire from overseas. Some searches shouldn't be on LinkedIn. Ours don't have to be.
Executive Search results. Contingency terms.
You don't pay a retainer to watch a firm “start a process.”
You pay when your hire signs.
03/ How fast the seat gets filled
03/ speed and Turnaround
How fast the seat gets filled
04/ Match made If you're here, you're looking for the best. Here's where they've landed lately.
If you're here, you're looking for the best.
Here's where they've landed lately.
04/ Match made
If you're here, you're looking for the best. Here's where they've landed lately.
Retention
94%
Of the people we place are still in seat a year later. vs. industry average ~65%
05/ Roles we recruit forLeadership Searches
+ the people they'll be proud to lead
05/ Leadership Searches
+ the people they'll be proud to lead
CRO
GM
VP Sales
Sales Director
BDR (outbound)
SDR (inbound)
Account Executive
- SMB
- Mid-Market
- Enterprise
- Strategic
Founding AE
Demand Generation
Growth Marketing
Marketing Director
VP Marketing
Strategic Account Manager
Customer Success Manager
IT
•
Advertising
•
Medical & Healthcare
•
Fintech
•
Energy
•
Cybersecurity
•
AI
•
Tech
•
Services
•
Services
•
Advertising
•
Medical & Healthcare
•
Fintech
•
Energy
•
Cybersecurity
•
AI
•
Tech
•
Services
•
06/ From the first conversation to a signed offer
01Scoping
We don't take orders. We scope the role with you.
We challenge your own vision of the hire. From what we know of the industry and what we learn about your environment, we tell you right away:
- How to play it
- What to expect
- How to position the role
02Scorecard
What's mandatory, and where there's wiggle room.
Must have
Absolutely mandatory
Nice to have
Open to negotiation
Can't have
Deal breakers, named up front
It keeps everyone honest, us included.
03The Hunt
How do we pull it off? We do everything.
Our own network, every sales community you can think of, and relentless outreach. We always think in terms of edge, and we're transparent about how we work.
0sales professionals we talk to every year
04Connect
We talk to a lot of people, so you meet six to twelve.
Screened, vetted and back-channelled before you block a single hour. Usually six to twelve candidates for one hire.
05Feedback loop
Tell us why. You won't hurt our feelings.
What you liked, what you didn't. Every reason goes straight back into the hunt. It's an organic process, not a conveyor belt.
06The Close
We close it together.
We've built a real relationship with every candidate, so we know what will get them to sign. We stay on through counteroffers and resignation day, so the person you picked actually shows up.
01Scoping
02Scorecard
03The Hunt
04Connect
05Feedback loop
06The Close
07/ Landing in North America?
I've made this move myself. I'm French, and I opened the US market while the rest of the company was still in Paris. I've since done it for more than a hundred companies coming from Europe and beyond. Expanding into the US is always a big move, and I know it from both sides of the table.
Your first hire on the ground will decide your story here. It shapes everything that follows, which is precisely why it cannot be left to chance.
Let's plan your new hire
07/ I've made this move myself.
I'm French, and I opened the US market while the rest of the company was still in Paris. I've since done it for more than 100 companies coming from Europe and beyond. Expanding into the US is thrilling and scary, and you can't afford to mess up.
Your first hire on the ground will decide your story here. It shapes everything that follows, which is precisely why it cannot be left to chance.
Start a search
For companies expanding from France
We're French-founded, bilingual, and based in Montreal. We have installed the Sales Leaders who opened North America for up-and-coming and leading French companies. People who can win US deals and operate inside a French operation.
For international companies entering North America
If North America is your next market, we find the GM, Country Manager, or Founding AE who has opened a market from scratch before, not just joined one that was already running. Proven on arrival.
08/ Investors that trust us We run searches for portfolio companies of leading VC and PE firms
We run searches for portfolio companies of leading VC and PE firms
Let's build the offer that
gets them to say yes.
