What we check
A first interview, a second-stage interview, mock calls or role-specific exercises, and reference checks when a relevant referee is available.
Sales Recruitment Based on Selling Ability, Not Just CVs
Work with sales recruiters who test real selling ability and shortlist qualified SDR, account executive, management, and leadership candidates.
Who does what3 STEPS
We source & vetUs
Handover to you
You interview & decideYou
You employ & manageYou
What sales recruiters should actually test
This is not only a resume screen. Candidates go through a sales-specific process before reaching your shortlist.
Who does the vetting
Kristine from talent acquisition runs the first stage. SalesPipeline leadership joins the second round and evaluates the sales exercise and role fit.
What's in scope, and what isn't
Recruitment is a defined service. Here's exactly where it starts and stops.
What we handle
- Sourcing and initial outreach to candidates
- Sales-specific vetting before you see a shortlist
- Coordinating your interview process with the shortlist
- Reference checks when a relevant referee is available
What stays with you
- Ongoing management once they're hired, that's yours
- Payroll, benefits, and employment paperwork, that's yours
- Sales leadership or coaching after placement (see Fractional Sales Leadership if that's what you need)
- Offer negotiation support is not currently included
- Non-revenue roles are outside this recruitment service
Not sure if recruitment or a full pod fits better?
Bring what you're hiring for. We'll tell you honestly which model actually fits.
Recruiter vs. SalesPipeline vs. a full pod
Same categories, side by side. Which one wins depends on what you actually need managed.
| What matters | Recruiter-only | SalesPipeline recruitment | Full pod |
|---|---|---|---|
| Cost | Usually a one-time placement fee | A one-time fee agreed before the search begins; the percentage is not currently published | Ongoing monthly cost, no separate placement fee |
| Speed to hire | Depends on the recruiter's pipeline, often a multi-week search | First vetted candidates are normally presented within one to two weeks, and sometimes sooner | The pod is already staffed and normally starts the operating build within two to four weeks |
| Who does the vetting | Usually a resume and reference check | First interview, second-stage interview, mock calls or a role exercise, plus references when available | SalesPipeline manages performance directly on an ongoing basis |
| If it doesn't work out | Depends on the recruiter's terms | One-month replacement window when the hire fails agreed activity standards or commits gross negligence; revenue and meeting outcomes alone are not the test | Swap or adjust pod composition without a new client-side recruitment process |
| Best fit | You just need a name in a seat, fast | You want to own day-to-day management, not the sourcing risk | You want the hiring and the management both handled |
01Cost
Recruiter-only
Usually a one-time placement fee
SalesPipeline recruitment
A one-time fee agreed before the search begins; the percentage is not currently published
Full pod
Ongoing monthly cost, no separate placement fee
02Speed to hire
Recruiter-only
Depends on the recruiter's pipeline, often a multi-week search
SalesPipeline recruitment
First vetted candidates are normally presented within one to two weeks, and sometimes sooner
Full pod
The pod is already staffed and normally starts the operating build within two to four weeks
03Who does the vetting
Recruiter-only
Usually a resume and reference check
SalesPipeline recruitment
First interview, second-stage interview, mock calls or a role exercise, plus references when available
Full pod
SalesPipeline manages performance directly on an ongoing basis
04If it doesn't work out
Recruiter-only
Depends on the recruiter's terms
SalesPipeline recruitment
One-month replacement window when the hire fails agreed activity standards or commits gross negligence; revenue and meeting outcomes alone are not the test
Full pod
Swap or adjust pod composition without a new client-side recruitment process
05Best fit
Recruiter-only
You just need a name in a seat, fast
SalesPipeline recruitment
You want to own day-to-day management, not the sourcing risk
Full pod
You want the hiring and the management both handled
14 daysTypical ramp time for a SalesPipeline-vetted rep
How fast a vetted rep actually ramps
In the anonymous US home services engagement, sales-specific vetting was followed by structured onboarding and management. The reps became productive in 14 days rather than the previous 60-plus-day ramp.
Read the full case studyQuestions about sales recruitment
Primarily SDRs, BDRs, and AEs. Sales managers, heads of sales, VPs of Sales, and customer-success roles can also be covered when they are part of the revenue function.
The final fee percentage and payment timing are agreed before the search begins. They are not currently published on this page.
There is a one-month replacement window when the hire fails agreed activity standards or commits gross negligence. Revenue and booked-meeting outcomes alone do not trigger the guarantee. Exact terms belong in the signed agreement.
Georgia, Armenia, and South Africa.
No. Once they join your team, you manage them directly, day to day. If you also want ongoing sales leadership, that's a separate service, see Fractional Sales Leadership.
Recruitment is a one-time placement: you employ and manage the hire yourself. The pod model (B2B Sales Outsourcing) is an ongoing engagement where SalesPipeline runs the reps day to day. See the comparison table above for exactly where each one fits.
Related reading
Go deeper on the parts of this decision that matter most.
Get a shortlist that's already vetted for sales ability
Bring the role and team you're hiring for. We'll tell you honestly whether recruitment or a full pod is the better fit.
What sales recruiters should actually test
This is not only a resume screen. Candidates go through a sales-specific process before reaching your shortlist.
What we check
A first interview, a second-stage interview, mock calls or role-specific exercises, and reference checks when a relevant referee is available.
Who does the vetting
Kristine from talent acquisition runs the first stage. SalesPipeline leadership joins the second round and evaluates the sales exercise and role fit.
What's in scope, and what isn't
Recruitment is a defined service. Here's exactly where it starts and stops.
What we handle
- Sourcing and initial outreach to candidates
- Sales-specific vetting before you see a shortlist
- Coordinating your interview process with the shortlist
- Reference checks when a relevant referee is available
What stays with you
- Ongoing management once they're hired, that's yours
- Payroll, benefits, and employment paperwork, that's yours
- Sales leadership or coaching after placement (see Fractional Sales Leadership if that's what you need)
- Offer negotiation support is not currently included
- Non-revenue roles are outside this recruitment service
Not sure if recruitment or a full pod fits better?
Bring what you're hiring for. We'll tell you honestly which model actually fits.
Recruiter vs. SalesPipeline vs. a full pod
Same categories, side by side. Which one wins depends on what you actually need managed.
| What matters | Recruiter-only | SalesPipeline recruitment | Full pod |
|---|---|---|---|
| Cost | Usually a one-time placement fee | A one-time fee agreed before the search begins; the percentage is not currently published | Ongoing monthly cost, no separate placement fee |
| Speed to hire | Depends on the recruiter's pipeline, often a multi-week search | First vetted candidates are normally presented within one to two weeks, and sometimes sooner | The pod is already staffed and normally starts the operating build within two to four weeks |
| Who does the vetting | Usually a resume and reference check | First interview, second-stage interview, mock calls or a role exercise, plus references when available | SalesPipeline manages performance directly on an ongoing basis |
| If it doesn't work out | Depends on the recruiter's terms | One-month replacement window when the hire fails agreed activity standards or commits gross negligence; revenue and meeting outcomes alone are not the test | Swap or adjust pod composition without a new client-side recruitment process |
| Best fit | You just need a name in a seat, fast | You want to own day-to-day management, not the sourcing risk | You want the hiring and the management both handled |
01Cost
Recruiter-only
Usually a one-time placement fee
SalesPipeline recruitment
A one-time fee agreed before the search begins; the percentage is not currently published
Full pod
Ongoing monthly cost, no separate placement fee
02Speed to hire
Recruiter-only
Depends on the recruiter's pipeline, often a multi-week search
SalesPipeline recruitment
First vetted candidates are normally presented within one to two weeks, and sometimes sooner
Full pod
The pod is already staffed and normally starts the operating build within two to four weeks
03Who does the vetting
Recruiter-only
Usually a resume and reference check
SalesPipeline recruitment
First interview, second-stage interview, mock calls or a role exercise, plus references when available
Full pod
SalesPipeline manages performance directly on an ongoing basis
04If it doesn't work out
Recruiter-only
Depends on the recruiter's terms
SalesPipeline recruitment
One-month replacement window when the hire fails agreed activity standards or commits gross negligence; revenue and meeting outcomes alone are not the test
Full pod
Swap or adjust pod composition without a new client-side recruitment process
05Best fit
Recruiter-only
You just need a name in a seat, fast
SalesPipeline recruitment
You want to own day-to-day management, not the sourcing risk
Full pod
You want the hiring and the management both handled
14 daysTypical ramp time for a SalesPipeline-vetted rep
How fast a vetted rep actually ramps
In the anonymous US home services engagement, sales-specific vetting was followed by structured onboarding and management. The reps became productive in 14 days rather than the previous 60-plus-day ramp.
Read the full case studyQuestions about sales recruitment
Primarily SDRs, BDRs, and AEs. Sales managers, heads of sales, VPs of Sales, and customer-success roles can also be covered when they are part of the revenue function.
The final fee percentage and payment timing are agreed before the search begins. They are not currently published on this page.
There is a one-month replacement window when the hire fails agreed activity standards or commits gross negligence. Revenue and booked-meeting outcomes alone do not trigger the guarantee. Exact terms belong in the signed agreement.
Georgia, Armenia, and South Africa.
No. Once they join your team, you manage them directly, day to day. If you also want ongoing sales leadership, that's a separate service, see Fractional Sales Leadership.
Recruitment is a one-time placement: you employ and manage the hire yourself. The pod model (B2B Sales Outsourcing) is an ongoing engagement where SalesPipeline runs the reps day to day. See the comparison table above for exactly where each one fits.
Related reading
Go deeper on the parts of this decision that matter most.
Get a shortlist that's already vetted for sales ability
Bring the role and team you're hiring for. We'll tell you honestly whether recruitment or a full pod is the better fit.