Sales & GTM
Building a motion and inheriting one. Individual production and team leadership. Personal performance and market support.
Sales numbers travel well on a résumé and explain very little on their own. Attainment depends on the territory, the product, the pipeline someone walked into and the market at the time. We look at the conditions behind each number, and at what the candidate personally made happen.
Who we search for
Sellers and the go-to-market roles around them, from a founding account executive to specialists for a growing team.
- Founding account executive
- Account executive
- Enterprise account executive
- Solutions engineer
- Sales engineer
- Sales manager
- Revenue operations lead
- Partnerships lead
- Customer success lead
How we assess go-to-market hires
Before outreach, your team agrees on what this hire must accomplish. Each candidate's most significant results are then compared with it, across four things.
Deal environment
Sales cycle length, deal size, buyer type and how mature the product was at the time.
Territory and starting point
The territory, pipeline and support they inherited, and what they built from there.
Personal influence
The deals and changes that came from their own work, separated from the market and the team around them.
Fit with your motion
Whether they built a motion or ran an existing one, and which your company needs now.
In their words
From a revenue leader who hired sellers, and a seller considered for an enterprise role.
“I've interviewed enough salespeople to know that a great story can carry someone a long way. What helped here was getting underneath the story: territory, timing, support, what they inherited, and what they actually changed. One candidate's numbers looked smaller, but their work was much stronger.”
“They gave me the number, territory, sales cycle, and current pipeline before the first interview. I didn't have to wait until the end to discover whether the role was realistic. We could spend the conversation on how I sell and whether that matched what they needed.”
Fees
Most Sales & GTM searches run as Specialist Search. Revenue leaders, such as a Chief Revenue Officer or VP of Sales, run as Leadership Search.
Usual fit
Specialist Search
$10,000
Retainer: $2,500
Balance at signature: $7,500
For individual contributors and people managers within a defined functional market.
Leadership Search
$20,000
Retainer: $5,000
Balance at signature: $15,000
For executives, heads of function, and searches that need broader market mapping, multi-stakeholder alignment, leadership assessment or heightened confidentiality.
Choose Exclusive Search and we're your only external firm for 20 business days, starting when you approve the Signal Spec and outreach is ready. Your fee becomes $9,000 for Specialist or $18,000 for Leadership, and replacement coverage extends to 180 days. View the fee schedule
Questions
Can the search stay confidential?
Yes. You decide when your company enters the conversation: from the first message, or once there is mutual interest.
What comes with each recommendation?
A Candidate Evidence Brief: relevant performance, personal ownership, operating context, transfer to your role, compensation alignment, motivation, identity status, trade-offs and open questions.
How do you decide between Specialist and Leadership Search?
Leadership Search covers executives, heads of function and searches that need broader market mapping, multi-stakeholder alignment, leadership assessment or heightened confidentiality. We confirm the type before your engagement begins.
Tell us about the role. Within one business day, we confirm whether we are the right firm to lead the search.
Bring the job description you have, or the role in your head. We define the role with you.