How We Build Your Sales Team — Our 6-Step Process.

Step 1 — Identify

We start with a thorough brief. Not just the job description and the salary range — we go deeper. We want to understand the culture of your sales team, the commission structure and realistic earnings, the profile of your best current performers, and where previous hires have not worked out.

The quality of the brief determines the quality of the shortlist. This step typically takes 1–2 hours and can be done on a call or in person.

Step 2 — Analyse

Before we begin sourcing, we analyse the brief against the market. We assess what the realistic candidate pool looks like for your role, what competing offers look like, and whether there are any adjustments to the package or process that would significantly improve the quality of candidates you attract.

We will tell you honestly if the package is below market rate, if the role description has red flags for strong candidates, or if we have concerns about anything. We would rather have a difficult conversation now than a failed placement later.

Step 3 — Generate

With a validated brief, we begin sourcing. Our database of 100,000+ direct sales candidates is the starting point — we search for people whose background, earnings history, and career trajectory match what you need. We also run targeted outreach campaigns to find candidates who are not actively looking but are open to the right opportunity.

We do not post to generic job boards and wait. We go and find people.

Step 4 — Select

Every candidate who reaches your shortlist has been interviewed by us first. We assess for the specific competencies your role requires — not just the CV. We verify earnings claims, check references where appropriate, and only put candidates forward who we would genuinely recommend.

Our offer rate from interview is 75–80% — because we only present candidates who are right for the role.

Step 5 — Implement

We manage the process through to offer and acceptance. We prepare candidates for interviews, brief you on what to expect from each candidate, and handle the logistics around references and paperwork. We are your brand advocates with every candidate throughout — your reputation with the talent market matters to us as much as it does to you.

Step 6 — Evaluate

We do not disappear after the start date. Every engagement includes a check-in at 4 weeks, a 13-week review, and where we have an ongoing relationship, quarterly business reviews (QBRs). We track what worked, what could be improved, and use that data to make every subsequent engagement better. This is why our longest client relationship has lasted 7 years. Partnership, not transaction.