I’ve sold technical products and services, and have recruited, coached, trained and managed hundreds of technical salespeople.

This experience enables me to recognize and understand the nuances of different positions that may have similar titles but very different objectives and responsibilities.

I’ve recruited people for more than 40 companies with annual revenues between $5M and $20B.

I’ve seen and solved almost every type of technical sales problem the companies and people I’ve worked with have faced.

I’m the right choice if you want to:

• Hire a technical sales professional. Someone who you can attract, hire, and retain. A person who fits your company, culture, customers, and products, and who can deliver the results you’re looking for.
• Improve your sales effectiveness through coaching, consulting, training or sales management.

I’ve recruited over 500 technical salespeople, managers and executives, for dozens of clients and for positions working directly for me or in one or more of the sales organizations I’ve managed.

I have testimonials from clients that describe exactly how I helped them and what I was like to work with.

You’ll get candidates who fit your company and culture, candidates you can attract and retain, and you’ll save time and money in the recruiting process.

1. We’ll write a compelling job description.

2. I’ll advertise your job on my blog, LinkedIn profile and website.

3. I’ll source, screen and interview candidates, and send you only those who pass my screening criteria.

4. I’ll help you interview the candidates, providing you with questions to ask and information to share to ensure a good fit.

5. I’ll help you write an offer that is likely to be accepted. 

6. I’ll guide the candidate through the resignation process, help them reject counteroffers, and transition to your company.

Yes, I offer contingency recruiting when: 1) the employer is serious about interviewing and hiring, 2) there is some urgency to hire someone, 3) I’m the only recruiter working on the assignment, and 4) the compensation is enough to attract the kind of candidate the employer wants to hire. 

However, contingency recruiting comes with some significant disadvantages for employers:

1. Non-exclusive candidates: just as an employer can “hire” multiple contingency recruiters to work on the same search, contingency recruiters can present candidates to multiple employers. This could result in the employer losing attractive candidates before they can make an offer, or having to increase your offer to match that of other employers. 

If exclusivity is important to you, I offer multiple down payment plus success fee options, where I work exclusively on your behalf. This would give you the exclusivity you’re looking for while also acknowledging the value and commitment I bring to the search.

2. No commitment: with no employer commitment to pay the recruiter, contingency recruiters are under no obligation to work hard on a contingency search, especially if the search proves difficult. A retainer recruiter has an obligation to find the right candidate for the employer no matter how difficult the search becomes. 

3. Buyer/Seller Relationship: contingency recruiting is a transactional, buyer/seller relationship. This incentivizes contingency recruiters to submit lots of resumes and candidates that the employer has to sift through to find the right candidate.