For employers
We take on a small number of mandates at a time so each one gets founder-level attention, a real market map and a shortlist you can actually act on.
Process & timelines
Day 0-2
Deep-dive on the product, buyer, territory, comp and the profile that has succeeded before.
Week 1
Longlist built from the relevant vendor landscape, then personal approaches from a named consultant.
Week 2-3
A tight shortlist of qualified, briefed candidates with written notes on fit and motivation.
Week 3-6
Interview coordination, structured feedback loops, offer strategy and counter-offer control.
First 90 days
Check-ins with both sides to make sure the hire lands and ramps.
Market average time to hire is 44 days. Our fill ratio is 83%, and placed reps average 183% quota attainment over their first 12 months.
Cost of delay
Move the sliders to see what an open quota seat is costing you.
Market average time to hire is 44 days. Add your own sign-off and notice period.
Bookings the seat is expected to carry over 12 months.
On-target earnings for the seat. Cover cost and the indicative 25% search fee are based on a 50/50 base split.
Revenue at risk, one empty quota seat
£124,164
44 days with the seat empty, on a £1,000,000 quota.
That delay costs 5.0x the search fee. Every week you wait adds £19,231 of unclaimed quota.
You are not comparing a fee to zero. You are comparing it to the cost of waiting.
Why hiring is tough
Scale-ups need revenue-generating hires fast, but rushing risks a poor fit, and every month without the right rep is missed pipeline.
A quota-carrying rep worth £1M ARR left unfilled for three months is roughly £250K of lost potential revenue.
The top 10% of GTM candidates get 5-10 approaches a day. Slower processes and weaker outreach lose them within weeks.
Founders, sales leaders and TA teams juggle hiring alongside the day job, which stretches cycles and increases drop-off.
A mis-hire in sales does not just cost salary, it hits pipeline, morale and customer relationships.
Opening a new region means judging talent you have never met, in a market you do not yet know. Local benchmarks on comp, patch size and who actually sells there are hard to get from the inside.
The commitment
Every hire is covered by a replacement period agreed up front. We stay close to both sides through the first 90 days, and if a placement needs replacing inside that window we run the search again on us.
Engagement models
Case studies
Cloud & Infrastructure
Multiple enterprise sales hires across US regions during a scale-up phase.
“I've had the pleasure of working closely with Peter during a recent executive search for multiple enterprise sales candidates, and I can't recommend him highly enough. His in-depth understanding of the industry ensured we connected with the most qualified candidates.”
Cyber Security
A newly created position with a very specific technical and commercial profile.
“We engaged Peter to help us recruit for a newly created position with a very specific profile. Despite the challenge, he delivered an exceptional candidate who has become a tremendous asset to our business.”
AI & Agents
Sales leadership and first GTM hires, followed from company to company.
“Peter and I have partnered at 3 companies. He is a consummate professional and implicitly understands what a sales leader needs from their recruiting partner. His follow-through and communication is refreshing.”
A short intro call is usually enough to tell whether we're the right partner for the search.
