We take a considered approach to sales talent acquisition, aligning our process and incentives with long-term performance and sustained fit.
The strength of your sales team is built in the hiring stage, and we help you hire well each time.
Sales recruitment isn’t just about filling a seat. It’s about long-term fit and consistent performance.
We support leaders with a sales hiring strategy rooted in shared accountability, helping you hire with confidence and avoid repeated cycles that slow growth.
Our responsibility goes beyond the moment of hire.
We start by fully understanding your business goals, culture, and specific recruitment needs, ensuring hiring that holds up in the real world.
Using our deep industry knowledge, we source high-calibre candidates that align with your team’s working environment and mission.
Sales-specific skills assessments ensure candidates have the ingrained behaviours, drive and attitude to succeed.
We know what makes a great sales professional and identify top performers who possess the right mix of skills, personality, and tenacity to thrive.
If opted for, we offer individual training across the first few months post-hire. If your sales process is already built around THE HUMBLE SALE® PLAYBOOK, we can extend this to integrate with the wider sales system.
Our model aligns incentives with outcomes. Rather than paying a large fee upfront, you work with a specialist sales recruiter whose success is tied to long-term performance.
Fees are spread monthly across the first year and designed to de-risk your investment if the hire isn’t right, while removing the internal workload of running the process yourself.
The total fee is paid over 1 year in equal monthly instalments
The first month’s payment initiates candidate sourcing
11 monthly instalments start from month two of the placement
Fees discontinue if the placement ends in year 1 (in terms)
Recruiting the right people is only the first step. We align hiring with the implementation of THE HUMBLE SALE® PLAYBOOK, ensuring new talent adopts the right behaviour and contributes to consistent sales performance from day one.
Most sales recruitment models focus on placement.
Ours focuses on performance.
Traditional agencies are typically paid at the point of placement, regardless of whether the hire goes on to deliver sustained results. That structure prioritises the hire itself, not the long-term sales outcome.
We take a different approach.
Arrange a short call with us to pressure-test the role, the risks, the hiring plan and how our approach could make a meaningful difference.
Year one is where hiring risk and performance risk sit in sales roles. Our fee is paid in equal monthly instalments across the first year, designed to de-risk your investment and reflect shared accountability. If the placement ends within year one, fees discontinue (as set out in our terms).
The commercial structure is only one part. The bigger difference is that our process is built for long-term fit and consistent performance: discovery and assessment upfront, sales-specific skills review and the option of post-hire support and integration.
We move with pace once discovery is clear. The time we protect is the time lost to repeated hiring cycles. A slightly more considered start is usually quicker than hiring twice.
Retained search can be an excellent route for certain senior roles. Our model is designed specifically for sales performance and sales leadership roles: sales-specific skills assessment, a process that prioritises behaviours and fit in the real world, and a commercial model that reflects outcomes over year one.
No recruiter can. What we can do is reduce avoidable risk through a clear scorecard built in discovery, evidence-led skills review, and optional support in the first months post-hire to help new talent settle and perform.
Contingency is often optimised around the placement moment. Our model is built around the months that follow, where sustained fit and consistent performance are proven. That tends to reduce repeat cycles that slow growth and drain management time.
We source using deep industry knowledge and direct outreach, focusing on high-calibre candidates aligned to your working environment and mission. The goal is strong signal and fit, rather than high volume.
We prioritise quality and evidence over volume. You’ll see a focused shortlist where each candidate has been assessed against your goals, culture and the behaviours needed to succeed.
Sales-specific skills assessments designed to understand ingrained behaviours, drive and attitude, the qualities that tend to hold up in real selling conditions, beyond interview confidence.
If opted for, we provide individual training across the first few months post-hire. Where your sales approach is already built around THE HUMBLE SALE® PLAYBOOK, we can integrate onboarding and behaviours into the wider sales system.
Many teams have onboarding. Fewer have consistent reinforcement of the behaviours that lead to performance in your environment. Early support can protect ramp time, reduce wobble and help managers avoid carrying the full load alone.
It’s best suited to commercially important B2B roles where fit, judgement and behaviour matter, and where the cost of a mis-hire shows up quickly. If you need high-volume hiring at speed, we’ll tell you early if another approach is a better match.
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