Most recruiters treat sales hiring like any other search — post, collect resumes, forward names. We don't. Tech sales requires knowing the difference between a rep who hit quota because the market was easy and one who fights for every deal. That's what 15 years in Silicon Valley sales recruiting teaches you.
We know the difference between an MLOps engineer and a platform engineer, between a forward-deployed engineer and a solutions engineer, between an enterprise AE who's sold SaaS to Fortune 500 and one who's only done SMB. We speak the language of both your engineering hiring manager and your VP of Sales.
Most search firms do one thing — only engineering, only sales, only executive. That works until you need to hire the VP of Sales who can credibly speak to your ML team, or the enterprise AE who understands complex SaaS architecture. We're built for both — AI technical talent and tech sales professionals, with a single point of contact and 15 years of Silicon Valley context across both functions.
The best AI engineers and enterprise sales professionals are off the market in two to four weeks. Our pipelines span both functions — warm networks built over 15 years in Silicon Valley tech recruiting.
If your OTE is below what Salesforce is offering for the same profile, or your JD reads like it was written for a SaaS rep from 2018 — we'll tell you before we run a search that won't work. AI sales comp is moving fast. We know exactly where the market is. Our job is to help you hire, not to keep a search open as long as possible.
Great recruiting is a long game. We protect candidate experience as carefully as we protect client relationships, because the senior engineer we don't place this quarter is the VP we'll place in two years. The result: a network that compounds in your favor every time you come back.
Levels.fyi, RepVue, and BLS only tell you so much. We know what offers cleared at the AI companies competing for the same engineers and sales leaders you are — last week, not last year. That's the difference between an offer that closes and one that gets countered.
"Posting a job and waiting for inbound applications gives you access to roughly 14% of the available talent. The other 86% are passive — reachable only through proactive outreach, strong employer branding, or an intelligent sourcing partner."
Most recruiting is built for a market that no longer exists. Job descriptions sit unfilled for months. Top candidates close offers in under three weeks. We've redesigned every step around that reality.
Before we write a job description or open a search, we sit down with you to understand what the role actually needs to do — the problem it solves, the team around it, the outcomes that define success in the first six months. Titles change. Missions don't.
Roughly 86% of qualified tech talent is passive — already employed, not browsing listings. We've spent years building relationships with the engineers, operators, and revenue leaders who matter, so we're starting your search from a warm bench, not a cold post.
Every candidate we send has been through a real conversation with us — not just a résumé scan. We assess the technical depth, communication, and motivation that actually predict whether someone will succeed in your environment, not just whether they meet a checklist.
The hardest part of hiring isn't finding a candidate — it's getting them across the finish line. We stay engaged through offer, negotiation, and start date, helping both sides navigate competing offers, comp structure, equity, and the small details that decide whether a great candidate actually shows up Monday.
A direct comparison of how we work versus the contingent and retained search firms most companies default to.
| Traditional Contingent / Retained | AI Headhunter | |
|---|---|---|
| Specialization | Single function (engineering OR sales OR exec) | Full tech org chart — engineering, GTM, product, design, leadership |
| Sourcing approach | Job board posts, generic database searches | Pre-built warm pipelines, passive talent network, named outreach |
| Average time-to-shortlist | 3–6 weeks | 7–14 days for active searches |
| Compensation data | Salary surveys, BLS averages | Last week's offer-letter data from competing employers |
| Candidate screening | Résumé filter, brief intake call | Deep technical/cultural conversation; performance-predictive evaluation |
| Honesty about a misscoped role | Run the search anyway, bill if filled | Tell you before we start; help re-scope if needed |
| Through-offer support | Hand off after intro; minimal closing involvement | Engaged through offer, negotiation, equity, start date |
| Sales recruiting depth | Generalist — same process for all roles | Specialist — 15 years placing tech sales talent in Silicon Valley |
Tell us what you're trying to build. We'll tell you whether we can help — and exactly how — within 48 hours.