We search your local market for sales talent, invite strong candidates to apply, and connect candidates with your team.
We search your local market for sales talent, invite strong candidates to apply, and connect candidates with your team.
You wait for candidates to find you. The right person may never see your listing or may not be looking at all.
Recruiting competes with customers, operations, and sales floor management. It rarely gets the attention it deserves.
Waiting for the right application can leave valuable sales seats open for weeks and cost you sales.
Research relevant sales candidates in the local market using professional profiles and resume sources.
Reach out directly and introduce selected prospects to your opportunity — before they start a job search.
Interested candidates provide callback information and express intent to learn more.
The hiring manager receives the candidate and continues the hiring process from there.
We work with you to define the role, location, experience profile, compensation structure, and types of candidates most likely to succeed with your organization.
We proactively research relevant resumes and professional profiles within your hiring area.
Selected prospects are contacted directly and invited to consider your opportunity. We can also pre-qualify candidates and schedule high-quality interviews with your hiring manager.
When a candidate expresses interest and provides contact information, your hiring team receives a warm candidate to continue the conversation or optionally an interview added to their calendar.
A large stack of applications means very little if your managers still struggle to find people worth interviewing.
Our service focuses on creating opportunities for conversations with relevant local sales candidates.
Depending on your service level, we can also help with:
You choose how much of the process you want us to handle.
Focus on quality candidates who fit.
We prioritize relevant backgrounds, local availability, and genuine interest over raw application volume.
Give managers people who want to talk.
Interested candidates are encouraged to engage, provide contact information, and take the next step with your team.
Spend less time sorting weak applicants.
A more targeted sourcing process helps your team focus attention on candidates with a stronger reason to consider the opportunity.
Our candidate sourcing service is designed for brick-and-mortar businesses with ongoing sales hiring needs. It can be especially useful for organizations experiencing:
You are rarely hiring for just one position. Maintaining staffing levels requires a consistent candidate pipeline.
Your managers need more people to interview without spending hours searching for candidates themselves.
Your opening is live, but the applicants coming in are either too few or not relevant enough.
Your managers should be interviewing and developing salespeople—not spending hours searching through resumes.
We limit the number of businesses we work with in the same local market.
For primary candidate sourcing engagements, we work with only one client within a defined 30-mile market area during the engagement period.
That means we are not intentionally sourcing from the same local candidate pool for multiple nearby competing clients at the same time.
Your recruiting campaign gets its own market focus.
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Instead of relying only on people who happen to find and apply to your job posting, our sales candidate sourcing service proactively searches for relevant people in your local market. We review existing resumes and professional profiles, identify prospects whose backgrounds appear to fit your role, and invite them to consider your opportunity. Interested candidates who engage with us can then provide contact information for follow-up by your hiring team.
Sales candidate sourcing is a proactive approach to recruiting. Rather than waiting for applications to arrive, we search the available talent market for people who appear relevant to your sales position and contact selected prospects directly about the opportunity.
Our primary role is to create more opportunities for your managers to speak with relevant, interested sales candidates.
Job postings primarily depend on candidates finding your opening and deciding to apply.
Our service works alongside your existing job advertising by actively searching the local candidate market. We identify relevant prospects and bring the opportunity directly to them, including people who may not have discovered your job posting on their own.
You can continue using your existing job boards while we add proactive candidate sourcing to your hiring strategy.
Yes. Our service is designed specifically around businesses that need sales candidates, particularly local and brick-and-mortar sales organizations with recurring hiring needs.
The sourcing strategy is built around finding people whose experience, location, and professional background appear relevant to the sales positions the client needs to fill.
The service is best suited for businesses with local sales teams that need a consistent pipeline of candidates.
That can include dealerships, retail sales organizations, home-services companies, membership-based businesses, inside sales teams, and other organizations that regularly hire customer-facing or commission-oriented salespeople.
It is particularly useful when a company has multiple openings, recurring sales turnover, weak applicant flow, or managers spending too much time searching for candidates.AThe service is best suited for businesses with local sales teams that need a consistent pipeline of candidates.
That can include dealerships, retail sales organizations, home-services companies, membership-based businesses, inside sales teams, and other organizations that regularly hire customer-facing or commission-oriented salespeople.
r managers spending too much time searching for candidates.dd an answer to this item.
Yes. Candidate Pre-Qualification is available as an optional service.
We can conduct a structured phone screen using position-specific questions approved by your organization. For each completed screen, your manager can receive the recorded conversation when permitted, a transcript, a conversation summary, and a question-by-question scorecard.
This gives managers significantly more context before deciding which candidates they want to interview.
No. Candidate availability varies by market, position, compensation, schedule, employer, and local competition.
Instead of promising an arbitrary number of applications, our service levels increase the amount of sourcing activity and market coverage dedicated to your organization. Our goal is to generate relevant candidate conversations while protecting candidate quality as the available local talent pool changes.
Yes. Interview Scheduling and Candidate Reminders are available as an optional service.
We can coordinate the interview appointment, send calendar invitations to both the candidate and hiring manager, provide email confirmations and reminders, and send text reminders to candidates who have properly opted in.
This helps move interested candidates from initial contact into a defined next step with your hiring team.
We intentionally limit overlapping client relationships in the same local market.
For our primary candidate sourcing service, we reserve a defined local market around the client location so we are not intentionally running the same candidate-sourcing service for another nearby client competing for the same local sales talent during the protected engagement period.
This allows us to focus our sourcing efforts on your organization rather than repeatedly presenting the same candidate pool to nearby competing clients.
Start with a discovery call.
We will discuss the sales positions you need to fill, your location, current hiring challenges, compensation structure, hiring volume, and how your managers currently process candidates.
From there, we can recommend the appropriate level of candidate sourcing and determine whether services such as job-posting optimization, candidate pre-qualification, interview scheduling, hiring-manager tools, or recruiting analytics would improve your hiring process.
Book a Discovery Call to discuss your sales hiring needs.
Every applicant is carefully reviewed by our team of real humans to meet your expectations. AI is used as part of our algorithm to find likely candidates for our team to consider, allowing us to filter through the noise and identify more qualified candidates for our clients.
Recruiting agency pricing varies widely depending on the role and pricing model. Traditional recruiting firms may charge a placement fee based on the compensation of each person hired, which can make repeated sales hiring expensive.
Our sales candidate sourcing service uses a different model. Monthly subscriptions currently start at $1,995 per month, with higher service levels available for companies that want greater sourcing activity and candidate volume. A $500 success fee applies when a qualifying candidate sourced through our service is hired and has stayed hired for 7 days.
This structure is designed for sales organizations that need both an immediate candidate pipeline and a repeatable way to continue finding sales talent as the team grows.
A traditional recruiter is often compensated for filling an individual opening. Our service is designed to build and maintain a sales candidate pipeline.
Instead of beginning a new recruiting search every time another salesperson is needed, the subscription keeps proactive candidate sourcing active in your local market.
Higher subscription levels provide increased sourcing activity and broader market coverage, giving your organization more opportunities to connect with relevant candidates.
We still include a modest success fee when our work produces a qualifying hire, creating alignment between ongoing candidate generation and actual hiring results.
Effective recruiting is rarely a one-week marketing campaign.
Our background comes from generating high-quality leads for businesses. We apply many of those same principles to recruiting: identify the right audience, test how the opportunity is positioned, evaluate response patterns, refine targeting, and continuously work the market.
The first month may generate an immediate wave of candidates, but the greatest value comes from learning the market and building a sustainable candidate pipeline over time.
For that reason, our sourcing subscriptions require an initial three-month commitment.
Three months gives us enough time to work beyond the easiest initial candidates, refine the campaign, and determine what a more sustainable recruiting strategy looks like for your organization.
It can be—particularly for businesses that hire salespeople regularly.
Traditional recruiting fees can become costly when an organization pays a substantial placement fee every time another employee gets hired. Our model spreads the cost across an ongoing candidate-generation program while keeping the individual success fee at $500 per qualifying hire.
That makes the service particularly attractive for organizations that:
Our objective is not simply to make one placement. It is to give growing sales organizations a more scalable way to continuously reach potential candidates.
You are paying for proactive access to your local candidate market, not simply a job advertisement.
We research relevant resumes and professional profiles, identify people whose backgrounds appear aligned with your sales opportunity, and proactively invite selected candidates to consider the position.
When someone expresses interest, we work to obtain the contact information needed for your hiring team to continue the conversation.
Higher service tiers increase the amount of sourcing activity dedicated to your market, creating greater potential candidate volume.
Optional services can also extend our involvement into areas such as:
The result is a recruiting program that can be built around your actual bottleneck—whether you simply need more sales candidates or need help turning candidate interest into completed interviews and hires.
If your job posting is generating too few applicants—or plenty of applicants who are not relevant to the role—posting the same opening more often may not solve the problem.
Our proactive candidate sourcing service is designed to expand your reach beyond people actively searching for your job posting. We research relevant resumes and professional profiles in your local market, identify prospects whose experience appears aligned with the position, and invite selected candidates to consider your opportunity.
For businesses struggling with both candidate volume and a weak-performing job listing, we commonly recommend combining:
This combination increases the number of relevant people being introduced to the opportunity while also improving how the position is presented when they evaluate it.
Sales managers should ideally spend their time interviewing, coaching, managing performance, and generating revenue—not manually searching through hundreds of profiles or coordinating interview calendars.
Our services can remove several of those administrative steps.
A company experiencing this problem may combine:
With Pre-Qualification, managers can receive a recording, transcript, summary, and question-by-question scorecard from the screening conversation before deciding how much time to invest in the candidate.
The goal is not to remove managers from hiring. It is to make the time they spend hiring more productive.
Sometimes candidate supply is not actually the hiring problem.
A business may be generating interested applicants but losing them between the initial response and completed interview because scheduling takes too long, communication is inconsistent, or candidates simply forget their appointment.
Our Interview Scheduling + Reminders service is designed specifically for this part of the funnel.
We can coordinate the interview, send a calendar invitation to both the candidate and manager, provide email confirmations, and send text reminders to candidates who have opted in to receive them.
For teams experiencing candidate drop-off, we commonly recommend:
This combination helps generate candidate interest while creating a clearer path from interested candidate → scheduled interview → verified hiring outcome.
When several managers are involved in hiring, candidate evaluation can become inconsistent very quickly.
One manager may focus heavily on experience. Another may focus on personality. Another may conduct an entirely informal conversation. That makes it difficult to compare candidates or understand why good prospects are being advanced or declined.
Our Hiring Manager Interview Playbook creates a standardized framework for a specific position.
Depending on the role, the playbook can include:
For companies that want an even more structured process, the playbook can be combined with Candidate Pre-Qualification, giving managers both a standardized initial screening record and a consistent framework for conducting their own interview.
The hiring decision always remains with your management team.
This is one of the most important questions a sales organization can ask.
If there are very few relevant candidates entering the funnel, you likely have a candidate supply problem.
If candidates are interested but managers are slow to contact them, interviews are difficult to schedule, candidates fail to show, or few interviews turn into hires, the bottleneck may be farther downstream.
Our Hiring Funnel Analytics service is designed to make the stages we can reliably observe more visible.
Depending on the services you use, reporting can include:
Candidates Sourced → Applications → Interested Candidates → Contact Information Captured → Pre-Qualified → Interviews Scheduled → Verified Hires
We cannot independently determine whether a manager called a candidate unless that information is provided by the client, so we do not pretend that we can.
Instead, we focus reporting on measurable activity and use the client's monthly HR new-hire information to verify hiring outcomes.
For organizations that want the clearest view of the process, we typically recommend combining:
That helps answer a much more useful question than simply asking, “Are we getting enough applicants?”
It helps determine where your sales hiring process is actually breaking down.
Door-to-door and field sales organizations frequently need a larger candidate pipeline because the work is not a fit for everyone and successful teams may need to hire continuously.
Instead of relying exclusively on inbound applications, we proactively search the local talent market for people with relevant backgrounds such as outside sales, canvassing, direct sales, home improvement, telecommunications, pest control, solar, roofing, or other performance-driven roles.
For companies building or replenishing a door-to-door sales team, we typically recommend Priority Candidate Sourcing for maximum practical market presence, with Candidate Pre-Qualification available when managers want candidates screened for expectations such as field work, schedule, compensation structure, and relevant experience before the interview.
Home-service businesses often face a specialized recruiting challenge: they need candidates who can communicate with homeowners, explain high-value solutions, handle leads professionally, and succeed in a performance-driven sales environment.
Our candidate sourcing service can proactively identify local people with backgrounds in HVAC sales, home improvement, in-home sales, automotive sales, telecommunications, roofing, remodeling, and other consultative sales roles.
Companies that want a more structured hiring process can combine Candidate Sourcing, Candidate Pre-Qualification, and a Hiring Manager Interview Playbook tailored to the position.
This gives managers both a larger candidate pipeline and a more consistent way to evaluate whether candidates are suited for an in-home or consultative sales environment.
High-traffic retail sales organizations often cannot afford to begin recruiting only after a salesperson leaves.
Our subscription model is designed to help local sales organizations maintain an ongoing presence in the candidate market rather than restarting the recruiting process from zero every time a position opens.
We proactively identify and invite relevant local sales candidates throughout the service period, with higher tiers providing greater sourcing activity and candidate-flow potential.
For multi-position retail teams, a strong combination is typically Expanded Candidate Sourcing + Interview Scheduling & Reminders + Hiring Funnel Analytics.
This helps the business continuously generate candidates, move interested people into interviews, and understand whether the hiring bottleneck is candidate supply or what happens after candidates enter the process.
Waiting until roofing leads increase to begin recruiting can leave sales teams understaffed when demand is highest.
Our proactive candidate sourcing service helps roofing companies begin building their sales pipeline before staffing becomes urgent. We search the local market for people with backgrounds in roofing, home improvement, outside sales, canvassing, restoration, solar, pest control, and other performance-driven field sales roles, then invite relevant prospects to consider the opportunity.
For roofing companies preparing for seasonal growth, opening a new territory, or adding multiple sales representatives, we typically recommend Expanded or Priority Candidate Sourcing combined with Job Posting + Positioning and Interview Scheduling + Reminders.
The goal is to help you enter your busiest selling periods with more candidate conversations already in motion instead of beginning the hiring process after the workload arrives.
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