We do not place and vanish
The Sales Recruiting Firm That Trains and Ramps Who We Place
Most recruiters hand you a resume and invoice you. We screen with PXT Select® and Everything DiSC®, then train and ramp the hire on the same methodology your team already runs, and we measure ourselves on tenure rather than placements.
Answer first
What is a sales recruiting firm?
A sales recruiting firm is a specialist search partner that sources, screens and places revenue-generating talent, sales reps, managers and sales executives, rather than filling general roles. Strong firms validate fit with behavioral and cognitive assessment instead of resume review alone, and the best of them stay engaged after the offer to onboard, train and ramp the new hire.
That last clause is the whole argument. Sourcing is the easy half. The expensive half is the eighteen months after the offer, and almost nobody in this category is on the hook for it.
The process
How sales recruiting actually works here, step by step
Every competitor on this SERP has a process page. Ours is different in one specific way: it does not end at the offer.
- Build the success model
We define what good looks like in your market using PXT Select® benchmark data, not a job description someone copied from the last posting. - Source against the model
Candidates are found and screened against that model, so the shortlist is built on fit rather than on who happened to be looking. - Assess behaviour and cognition
PXT Select® and Everything DiSC® on every finalist, so you see how they will actually sell before you meet them twice. - Structured interviews
The F.I.N.D. Interview System® gives your hiring team the same questions and the same scoring, so the decision is comparable across candidates. - Offer and onboard
We stay in it through the offer and into onboarding, which is where most placements quietly start to fail. - Train and ramp
The hire is trained on Customer Focused Selling® alongside your existing team, so there is one methodology in the building rather than two.
The question everyone asks
How much do sales recruiters charge?
Most recruiting sites will not answer this in public. It is the highest-frequency question in the category, it is a recurring People Also Ask, and being the page that answers it plainly is worth more than another paragraph about our values.
| Model | How it is charged | What it costs | The catch |
|---|---|---|---|
| Contingency | A percentage of first-year compensation, paid on placement | Commonly 20 to 25 percent | The recruiter is paid to place, not to be right. Nothing is owed if the hire leaves |
| Retained | An upfront retainer plus milestones | Commonly 25 to 33 percent | Better commitment, same incentive. The engagement still ends at the offer |
| revenueify, fixed rate | A flat fee, not a percentage of salary | Fixed, quoted per search | None we are hiding. The fee does not inflate when the salary does, and training is included |
Percentages for contingency and retained are the published market norms, shown so you can compare like for like. Confirm all three figures before publish.
The reason the fixed rate matters: a percentage model means the recruiter earns more the more you pay the candidate. That is not fraud, it is just a misaligned incentive, and it is worth knowing about before you sign.
The real problem
Why place and vanish keeps costing you the same money twice
A failed sales hire is not a recruiting fee written off. It is the fee, plus the salary, plus the territory that went quiet, plus the six months before anyone admitted it was not working.
The recruiter is paid to place, not to be right
A contingency fee clears the moment the offer is signed. What happens in month seven is your problem.
Resumes get screened, sellers do not
A resume tells you where somebody worked. It does not tell you whether they can run a discovery call.
The hire arrives with no method
You bought a person, not a capability, so the ramp is however long it takes them to invent one.
Nobody owns the first ninety days
The recruiter is gone, the manager is busy, and the new rep is left to work it out alone.
The one-partner difference
We assess how they will sell, not just where they have worked
revenueify is a revenue operations firm that trains, manages, and builds B2B and B2C sales teams under a single methodology, Customer Focused Selling®. That is why the recruiting works: we are not guessing what good looks like in your market, we are training it every week.
PXT Select® gives us a benchmark model built from your top performers, so the shortlist is measured against people who already succeed in your business. Everything DiSC® tells you how the candidate will behave in front of a buyer and inside your team. Neither is a personality quiz. Both are validated instruments, and both are why the placements stay.
No two engagements are alike
We read your numbers before we touch your team
Most firms sell you a program and hope it fits. We do the opposite. Before we train a single rep or step in to lead, the A.I.M. assessment reads your real sales process, performance, and execution, then turns it into a prioritized plan built on your reality.
Analyze. Implement. Move Forward. It is why two companies never get the same revenueify program, and why the change shows up in the numbers, not just the training room.
Get Your A.I.M. Assessment
A short read on where your revenue is leaking. No pitch required.
The metric that matters
We are measured on tenure, not on placements
A placement is an event. Tenure is a result. Any recruiter can fill a seat, and the ones who measure themselves on fill rate will fill it again next year with your money.
Ask any recruiting firm you are considering what percentage of their placements are still in the seat at twelve months, and watch what happens. It is the only number in this category that correlates with whether the engagement was worth it.
Proof
Hire the seller, then build the seller
The placement is the start of the engagement here, not the end of it.
The cluster
Explore the full sales recruiting system
Questions people actually ask
Frequently asked questions about sales recruiting
How much do sales recruiters charge?
Contingency search commonly runs 20 to 25 percent of first-year compensation and retained search 25 to 33 percent. revenueify charges a flat fee instead, so the price does not rise with the candidate's salary.
What percentage do sales recruiting firms take?
On a percentage model, between a fifth and a third of the hire's first-year compensation, depending on whether the search is contingent or retained and how senior the role is. A fixed-fee model removes the percentage entirely.
What is the difference between a sales headhunter and a sales recruiter?
A headhunter approaches people who are not looking. A recruiter runs a search that includes people who are. Most real searches involve both, and the useful question is not the label, it is whether the firm assesses fit or just forwards resumes.
Are sales recruiting firms worth it?
Worth it depends entirely on what happens after the offer. A fee that buys you a resume is expensive. A fee that buys you a validated hire who is trained and ramped on your methodology usually pays for itself inside the first year.
How long does it take to fill a sales role?
Weeks rather than months when a benchmark model already exists, longer when the definition of a good hire has to be built first. Rushing the model is the single most common reason a search has to be run twice.
What is the difference between contingency and retained sales recruiting?
Contingency pays on placement, so several firms may be working the same role and none of them are committed. Retained pays upfront, so the firm is committed but the incentive still ends at the offer. Neither model pays anyone to care about month seven.
How do you assess whether a candidate can actually sell?
With validated instruments rather than instinct. PXT Select® measures cognitive ability, behavioural traits and interests against a benchmark built from your own top performers. Everything DiSC® shows how they will behave with a buyer and inside your team.
What happens if the salesperson you place does not work out?
There is a guarantee, and the terms are worth reading rather than skimming. More usefully, training and ramp are included precisely so the situation arises less often.
Where we recruit
Sales recruiting by market
We recruit sales talent nationwide. In these metros we also publish the local compensation data, so you can see what a band actually pays before the search starts.
Charlotte sales recruiters
Jon Ray recruits here. Published BLS compensation bands for the Charlotte-Concord-Gastonia metro, and why the usual published average understates B2B sales pay by 70 percent.
Measured on tenure, not on placements
Hire the seller, then build the seller
Any firm can fill the seat. We assess with validated instruments, place against a model built from your own top performers, then train and ramp the hire on the same methodology your team already runs.
