Practices / 03 Sales
Sellers who have carried a number.
Account executives, sales engineers and sales leaders, assessed on their track record, plus the revenue operations roles that support a sales team.
01The problem
Everyone interviews well. Not everyone closes.
Good sales candidates interview well. So do weak ones. We look at what each person has actually done before they reach your calendar: quota against attainment, deal size, sales cycle, and who they sold to. For sales engineers, we also look at their technical credibility in front of buyers.
We recruit from front-line seller to VP, and the revenue operations roles that keep a sales team running.
02Roles we recruit
From first seat to VP, and the team behind them.
03What we check
Before you meet anyone.
- i.
Quota and attainment
Their number, what they hit, and how it was measured. Verified where the candidate can show it. [CONFIRM VERIFICATION PRACTICE]
- ii.
Deal size and cycle
What they sold, to whom, and how long it took.
- iii.
Who they sold to
Titles, industries and buying committees that match yours.
- iv.
Technical credibility
For sales engineers: how they hold a room of technical buyers.
Fees: contingency, so there’s no fee until you make a hire. 20% of the hire’s first-year salary, with a 45-day replacement guarantee. How fees work
04Past work
Searches Tim has supported.
In-home sales reps and sales professionals for fast-growing home improvement companies, across multiple markets and new office openings, with candidates drawn from direct, outside and consultative sales.
These searches were run by Tim Davin in agency and in-house roles, before and outside Timothy Patrick. Clients are not named.
Other practices
A quota-carrying seat sitting empty?
Send us the job description and the comp plan, and we’ll tell you straight whether it can be filled as written. No cost, no commitment.