Sales recruitment · US, UK & Canada
We identify and assess sales talent for B2B companies, so you spend less time interviewing resumes and more time hiring people who can produce revenue.
B2B Sales Recruitment Across Industries · Specialists in Manufacturing & Medical Devices · United States · United Kingdom · Canada
The Problem
$97,690
The average cost to replace a salesperson.
DePaul University Center for Sales Leadership, 2015–16 survey
49%
of employers said a bad hire’s skills didn’t match what they’d claimed.
CareerBuilder/Harris Poll, 2016, 2,379 US employers
Every resume says they beat quota. Few say what the quota was, who set it, or how much of it came from accounts that were already buying. Then the interview goes well, because good reps interview well. You find out how they sell three months in.
Our Difference
"I carried a $1M quota and beat target every quarter" doesn't tell us what they actually sold, to whom, at what cycle length, or what they personally did to win the deal. So we ask.
What was sold, to whom, at what deal size and over what cycle. New business or expansion, inbound or outbound.
How they open discovery, frame value, and hold their ground under an objection.
One-on-one, before your team ever sees a name.
An open sales seat isn't a headcount problem. It's a revenue problem, and we treat it like one.
Sales-Led Assessment
Resumes tell us where someone has worked. Our conversations tell us how they actually sell.
Traditional screening
The Sales Vantage approach
Our Process
Seven steps, in order, from understanding your motion to closing your hire.
01
Understand the role
We learn your product, who you sell to, your sales motion, deal size, quota, territory, and what success looks like in the seat.
02
Define the profile
We define exactly what the ideal candidate looks like, and where they’re likely to be right now.
03
Reach beyond applicants
We approach relevant sales professionals directly, including strong performers who aren’t job-hunting.
04
Verify the history
We dig into actual selling history: responsibilities, quota, attainment, deal sizes, sales cycle, and career progression.
05
Our distinctive step
A one-on-one conversation that shows how a candidate actually sells: discovery, objection handling, value framing, and commercial reasoning.
06
A curated shortlist
You receive a small number of candidates, each with a clear note on fit, strengths, and open questions worth probing.
07
Through to the offer
We stay involved through interviews, feedback, the offer, and the handover, so momentum doesn’t stall at the finish line.
What We Recruit
Early
Core
Core
Core
Leadership
Leadership
Leadership
Executive
Why Clients Choose Us
Salespeople and sales leaders only. Our own sales background shapes every shortlist.
The best reps rarely apply. We find such passive talent, open the conversation, and bring them to your team.
Every candidate is qualified against your role before you see them.
Where We Stand
We work on contingency. If you don't hire someone we introduced, you owe nothing.
Every placement carries one. We walk you through the conditions on the call.
The fee and the guarantee are in your agreement. Nothing starts until you've signed it.
A guarantee helps after a miss. The assessment is there so you miss less.
About
Himanshu · Founder, Sales Vantage
"I started Sales Vantage because too many sales recruiters evaluate salespeople without understanding sales."
A strong sales hire isn’t just someone with the right logos on their resume. You need to understand how they think, communicate, ask questions, handle objections, and create value in a live conversation. That’s the job.
Sales Vantage exists to bring that lens to every search: fewer candidates, each one properly qualified, each one tested on their actual ability to sell.
FAQ
Internal teams are often generalists managing every role in the company. We bring specialist sales sourcing and a sales-specific assessment your internal team likely isn’t set up to run. We work alongside them, not instead of them.
Most bad experiences come from volume-based recruiting: lots of resumes, little qualification. We work the opposite way: fewer candidates, each one qualified against your role and tested on how they actually sell.
We have a one-on-one conversation with every shortlisted candidate focused on how they sell: their discovery process, objection handling, value framing, and commercial reasoning, not just what their resume claims.
Yes. A meaningful share of the strongest candidates aren’t actively applying anywhere. We reach out to them directly as part of every search.
SDRs and BDRs, Account Executives, territory and field sales reps, sales engineers, key account managers, Sales Managers and Directors, Heads of Sales, VPs of Sales, and CROs.
Yes, when there’s a sales leader in place and the role has a base salary. If you’re hiring your first-ever salesperson, the role usually needs defining before it needs filling, and we’re often not the best fit. We’ll tell you plainly on the call.
Yes. Sales leadership search (Head of Sales, VP Sales, and CRO) is a core part of what we do, assessed with the same sales-led lens.
We work on a contingency basis, with the exact terms confirmed on a hiring call once we understand the scope of the search.
Let's Talk
Tell us about the role. We’ll tell you how we’d approach the search.
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