Enterprise Companies
Prioritize your open roles by letting us focus on those within the Revenue Organization
Utilize our competitive advantage in your strategy
Your company has a lot of open roles, but you need attention given to the roles on your sales team. Let us focus on the revenue organization roles so you can stay focused on your team and closing business.
Focus on Deals, not Interviewing
You’ve got the green light and you’re ready to hire for your team. You want to move fast, but internal teams have you at the back of the queue. We understand your frustration:
Lack of transparency from the in-house recruiting team regarding the effort and time put into the role you need filled for your team.
Longer time-to-hire process as the recruiting team fields all inbound applicants and then maps to open roles, instead of strategically hunting for the right candidate.
You wind up posting, sourcing from your own network, and taking time to source candidates yourself. This takes time away from your team and your deals.
Time to source DEI candidates isn’t taken, leaving 1-2 roles open as “must be filled by a DEI candidate” instead of prioritizing diversity along the way. Don’t let that be one of your roles needed for your team.
Time Spent Wisely
As you are scaling your team, you want to be giving your time to 1:1s, deal development, contract negotiations, and business that drives revenue. You need a candidate who will bring your team to the next level, come in dangerous from Day 1, and elevate everyone on the team. You can’t afford to waste time going through hundreds of applications for the wrong candidates, and you know that time spent interviewing the wrong person is lost deals.
Work with us to get a 1:5 intro-to-hire ratio that values your time, gets tight alignment of candidate requirements, and places an emphasis on candidates coming from diverse backgrounds to add value to your team.
Commitment to DEI
As a large company, you know that a focus on DEI benefits more than your public image: it promotes diversity of thinking and longer employee retention. Too often an organization sets a DEI quota but does not take the time to source DEI candidates for all open roles, resulting in 1-2 roles remaining open in perpetuity. A stronger strategy is to consider DEI in every role and to place an emphasis on hiring the right candidate for the right role. We assist by introducing you to a diversity of candidates for each role and presenting DEI candidates who meet the role requirements.
