Most internal recruiters don’t have the time, network, or expertise to run outbound campaigns ... but when they do, the effort is often limited. We take a strategic approach, by working closely with leadership to map out which companies to recruit from and confidentially approaching the professionals they want to consider.
Our value comes from being a hands-on partner for clients who need critical roles filled with proven performers. We are graded by the success of each placement whether it’s Sales, Solutions Architecture, Pre Sales, Marketing, Engineering or Executive Leadership.
🤝 Contingent or Success-Only
Traditional model where fees primarily and roles tier common
🐮 Split-Fee Risk-Share
Half of the fee is paid upfront early, with the remaining balance due at completion. Ideal for rapid hires, urgent projects, and high-turnover sales roles.
🌀 Monthly Search Subscription
Fixed monthly fee for dedicated outbound resourcing and talent sourcing. Provides ongoing candidate flow and guaranteed delivery for higher volume or niche hiring needs.
🛡️ Retainer + Success Fee
We occasionally embed into organizations via a retained model. This approach combines upfront commitment with a success fee, ideal for niche or senior-level searches.
Case Study - Lean Internal Team: 🧑💻
A small, growing privately held company with one internal Recruiter for Sales and Engineering. This internal recruiter had little to no time to recruit because they were focused on inbound applications and employee referrals that they had no bandwidth for outbound direct recruitment.
Solution: We developed a clear map of target companies, approached candidates directly, and handed warm introductions to their recruiter and hiring execs.
Results: 10 hires in the first year, ongoing partnership at preferred reduced rates.
Case Study - Reducing Risk in High-Turnover Sales: ⚖️
Conversational Ai organization using outside recruitment struggling with repeated turnover within the first year in sales hires. Leadership wanted reduced risk and lower upfront fees.
Solution: We proposed split-fee model: 1/2 of our total fee due in 14 days, balance at 12 months if still employed.
Results: multiple hires in the past 2 years, improved retention, trusted long-term model since we took on part of the success and risk.
Case Study - International Market Entry: 🌍
European, Asian, and Australian Cx. CCaaS and Ai organizations with little or no employee presence in North America expanding into U.S. market.
Solution: Partnered with founders, leadership and executives to identify which companies have potential candidates with larger more established competitors who fit their model to fill critical sales, presales, and engineering roles in North America through targeted outbound recruitment.
Results: Built U.S. go-to-market teams with these clients with sustained growth long after initial buildout.
Case Study - Venture-Backed Growth: 📈
VC-backed firm needed to quickly build Sales and Solutions teams post-funding. Their job postings were effective in reaching enough candidates to fill many positions but were not attracting on critical positions that needed specific prior expertise.
Solution: Monthly-pay model for candidates sourced from competitors.
Results: 7 placed, 5 still in role after 2 years; cost savings versus full search fees; long-term relationship with founders.
Case Study - Candidate MPC - VP Sales to CRO: 🚀
VP of Sales at PE-acquired firm knew time was limited. Turned to me to market them confidentially.
Solution: Built “MPC” strategy, anonymized profile, targeted trade show competitors.
Results: Secured 3 interviews, landed CRO role. Client happy, candidate elevated.
Case Study - Candidate MPC - Enterprise Rep: 🎯
Senior sales rep faced shrinking territory, rising quotas, limited growth.
Solution: Confidential outbound marketing to competitors + non-obvious firms.
Results: 2 fast offers, hired in 3 weeks, still with company 3+ years later.
Engagement Models
Case Study - Candidate Coaching Model: 💡
Industry professionals with good skills but not “placeable” (too many job changes, niche roles, or unemployed).
Solution: 90-day consulting model: small monthly fee, weekly coaching calls, company targeting, interview prep.
Results: Dozens of professionals placed indirectly; candidates invested in their own search while I guided process.
Case Study - Large Enterprise Partnership: 🤝
Client with 1,000+ employees, two internal recruiters who were overwhelmed and focused only on inbound applicants. They avoided outbound for fear of competitive retaliation.
Solution: We ran outbound under our label, gave them exclusive ownership of candidates for 90 days, and reduced fees through a monthly retainer + success fee model.
Results: 25+ hires in 24 months across sales and engineering roles, ongoing trusted relationship.
Case Study - Looking to Hire A Talent 🔍
Not a client yet but need to hire top talent. Most organizations we work with already have internal Talent Acquisition teams who are doing a fine job at filling roles by advertising their positions on LinkedIn, websites and internal referrals.
Most of these companies also use external recruitment firms to capture talent they are not seeing through their normal efforts.
If you have not worked with us you may be missing out on a source that will accelerate your industry talent acquisition process.