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:

• Recruit a technical sales professional, manager or executive. 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 fractional or interim 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 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 me.

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

1. Together, we’ll write a compelling job description and job advertisement.

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

3. I’ll source, screen and interview candidates, and send you only those who pass my intensive 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 and two-week notice period, help them reject counteroffers, and transition to your company.

No, I don’t offer contingency recruiting because it comes with some significant disadvantages for employers and me:

1. Candidates are not exclusive: just as an employer can “hire” multiple contingency recruiters to work on the same search, contingency recruiters can present the best candidates to multiple employers. This could result in you losing an attractive candidate to a competitor, 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 and any candidates I recruit for you are your’s until you either hire or reject them. This gives 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 devote the same time and effort they would to a retainer recruiter, 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. Transactional 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 and interview to find the right candidate