We place the people who carry your number. BDRs, SDRs, Account Executives, Customer Success, Renewals and Channel Account Managers — headhunted directly, in-language, in-market. Fifteen years building EMEA revenue teams.
We recruit across the whole go-to-market motion, so the people we place already understand how the seat next to them works. One partner, one standard, from first outbound call to the renewal signature.
Outbound pipeline builders who can prospect in the local language and hold a conversation with a buyer, not just a script. Screened on activity discipline and message quality, not just enthusiasm.
Inbound qualification and territory coverage. We assess how candidates handle MEDDIC-style discovery, hand-off quality to AEs, and whether their numbers came from a strong market or from them.
Mid-market through enterprise new business. Quota history verified, deal sizes and sales cycles checked against your ICP, and self-sourced pipeline separated from marketing-fed pipeline before you ever see a CV.
Adoption, expansion and reference-building. We look for people who own a commercial outcome rather than a ticket queue, with the technical depth your product actually demands.
Gross retention, forecast accuracy and difficult multi-year negotiations. A specialism we know first-hand — including how renewals sits between sales, success and procurement without falling through the gaps.
Resellers, distributors and global systems integrators. Candidates who can build a partner business plan, run joint pipeline reviews and be genuinely welcome in a partner's office.
Also placed: Sales Engineers · Solutions Consultants · Sales Managers & Directors · Demand Generation & Field Marketing
Comp expectations, notice periods, language requirements and how buyers actually behave change at every border. We brief you on the market before we brief candidates on the role.
London, Thames Valley and Manchester. The densest SaaS talent pool in the region and usually the first hire for a US company landing in Europe. Deep bench across every GTM function.
Munich, Berlin, Frankfurt and Hamburg. Native German-speaking enterprise sellers, with coverage extending into Austria and Switzerland. Long cycles, technical buyers, formal procurement.
Paris and the regions. Native French AEs and CSMs who sell the way French enterprise buys — relationship first, procurement late. We handle the notice period and contract realities that surprise US employers.
Stockholm, Copenhagen, Oslo and Helsinki. Small, tightly connected talent pools where the same few hundred people know each other. Reputation and network beat job adverts every time.
Dubai, Abu Dhabi and Riyadh. Heavily channel-led and partner-driven. We place people who understand distributor structures, local partner dynamics and in-country hiring requirements.
Johannesburg and Cape Town. Strong English-first commercial talent, frequently covering wider sub-Saharan territory, at a cost base that makes territory expansion viable.
This is not a generalist agency with a tech desk. Fifteen years placing GTM talent across EMEA, plus time spent on the other side of the table running enterprise renewals and channel relationships. We know what good looks like because we have carried a number.
The best AE in Stockholm is not applying to your job advert. We approach people who are performing where they are, in their own language, with a reason to listen — built on relationships maintained over years, not a database bought last quarter.
First qualified shortlist typically within ten working days of the calibration call. Every candidate comes with written notes on quota attainment, motivation to move, comp expectations and notice period — so your first interview is a real one.
Contingency where you want to test us with no risk. Retained or exclusive where the search is confidential, senior or genuinely hard — with the committed hours that deserves. Clear terms, one UK entity, one invoice, replacement guarantee included.
Thirty minutes on the role, the territory, the comp structure and the profile that will actually succeed in your business. We will tell you if the brief is unrealistic for the market before we take it — not three weeks in.
We map the market, approach passive candidates directly, screen them properly and present a short list — typically three to five people — with written notes on each. No volume, no CV spam, no hoping something sticks.
We manage interview scheduling, feedback, offer negotiation and the resignation itself — the stage where most EMEA hires are lost to a counter-offer. We stay in contact through notice period until day one.
Send us the role, the market and the number it carries. You will get an honest read on whether that hire is findable at that budget — and a shortlist if it is.
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