Every CV says 120% of quota. Almost nobody can check what it was made of.
A shortlist of people who can already do the job, with the evidence on each one written down. You read it and decide who to see.
People already selling your motion — with the attainment verified and the scaffolding behind it laid out.
Tony Goodwin, founder
SaaS, cyber & AI·MSPs & IT services·Financial & insurance services·Professional services·Marketing & creative·Manufacturing & industrial·Construction & built environment·Logistics & supply chain·Energy & environmental·Facilities & contracts·Medical & life sciences·Food, drink & FMCG·Education & public sector·UK, US & Australia
“I have a mistrust of recruiters, but you’ve restored my faith in the value of getting the right hire.”
“Absolutely delighted with the hires we’ve made. The screening was first class and we had amazing candidates to choose from.”
“After 2 bad hires and months of lost opportunities, you found us an amazing Head of Sales — they’re 140% of quota.”
Six things go wrong when you hire.
Here’s each one, and what we do about it.
Volume was never your problem. Post an AE role and the inbox fills with people whose numbers were made with a brand, an SDR and a demand gen team behind them.
We map who is actually doing the motion you need — right deal size, right buyer, self-sourcing — and go to them. You get that map free, before you commit to anything.
| 1 | A. Whitworth | London | Five years enterprise at a competitor. FY25 at 118%, roughly 60% self-sourced with no SDR support. |
| 2 | J. Ferris | Manchester | Sells the same buyer a different product. Long cycles, security review, procurement-heavy. |
| 3 | S. Bracken | Bristol | Came from a Series A with no marketing behind her. Everything she closed she found. |
| 4 | D. Mallory | Leeds | Mid-market moving up. Deal sizes below yours today, but the motion is right. |
Yours free, whether you use us or not.
A rep at 120% isn’t looking, isn’t answering InMail, and has no reason to hear about a company they have never heard of. Nearly nine in ten smaller businesses say they can’t match the salaries larger organisations offer — on a job board, that’s exactly what you’re competing on.
We market the role properly. Every person we approach gets a page built for the role and addressed to them by name, with a video explaining the business, what the job actually involves and who it suits. It’s the difference between being pitched at and being made a case to.
“After 2 bad hires and months of lost opportunities, you found us an amazing Head of Sales that not only is a perfect cultural fit, they’re 140% of quota.”
Emma Armytage — HR Director, HL TechNot sure if this is on your radar, but it felt worth putting in front of you.
Anyone who needs an SDR booking their meetings or a brand that opens doors for them.
A real page, sent to one person, by name.
Interviewing is a separate skill to the job. Some people are polished because they’ve done a lot of interviews, not because they’re any good. Others are awkward in a room and would be the best hire you make this year. And every CV now arrives with an AI polish on it, so the ones that read best aren’t necessarily the best people. You come away feeling reasonably sure — but feeling sure and having evidence aren’t the same thing, and only one of them survives month five.
A long screening interview, conducted by someone who has sold in your market, then a written suitability report on every candidate we recommend — scored against your brief, with the evidence underneath. And a section called Watch Points, where we set out what isn’t proven.
| Self-sourced pipeline | Strong | 9.0 |
| Quota attainment, verified | Strong | 8.5 |
| Selling without air cover | Strong | 8.0 |
| Multi-threading and procurement | Good | 7.5 |
| Enterprise cycle length | Partial | 6.0 |
Thirty CVs to read, eight people to see, half of them a waste of an afternoon. And you’re doing it around the day job, which is why the role has been open five weeks already.
You see the ones worth seeing, and nobody else. No padding a shortlist to make it look busy, and no thirty CVs to sift. The questions worth asking are already written down, because they came out of what we couldn’t close on the screening call.
Five weeks in, the person you wanted takes a counter-offer, or mentions a competing process nobody knew about, or turns out to have been thousands off on salary the whole way through.
We establish what it’ll take to land someone before you meet them — what they’re on, what they’d move for, whether they’re being pulled toward your role or pushed out of their current one, and what else they’re in process on.
Counter-offer and equity. He has unvested options with a cliff next quarter. Establish the number before you make an offer, not after.
Which is the expensive one. You’ve paid a fee, paid five months of salary, lost the ground for half a year, and you’re back where you started with less confidence than before.
If they leave, or you exit them, within six months, we run the search again at no fee. But the real protection is upstream: Watch Points exist so the risks are on the table before you hire, not discovered in month five.
| Self-sourced pipeline | Weak | 4.0 |
| Selling without air cover | Weak | 4.5 |
Hired, and still performing.
We work across technical B2B. The method is the same everywhere — the criteria are what change.
“Absolutely delighted with the hires we’ve made. The screening was first class and we had amazing candidates to choose from.”
“The quality and speed of the process has been outstanding. I have a mistrust of recruiters, but you’ve restored my faith in the value of getting the right hire.”
Commercial roles in technical software businesses.
Where the buyer evaluates before they buy — a security team, a platform team, or a domain expert who knows the category better than your rep does.
Businesses building the commercial team, not backfilling a seat in one.
- Typically 20 to 200 people
- Founder-led, or post-Series A building the first proper GTM function
- No in-house capacity to run a targeted search — or a talent team who’d rather not
- Hiring people who have to originate, not work an inbound queue
Cyber security
CISO and security team buyers, compliance and audit driving the timeline, security review as a procurement gate, and a channel of VARs and MSSPs to manage alongside direct.
AI & ML infrastructure
Platform, data and engineering buyers who evaluate technically before they talk commercially. POC-led, often developer-adopted first, frequently consumption-priced.
Vertical & B2B SaaS
A domain buyer who knows the sector better than the rep does, long procurement, and — in regulated or public markets — frameworks and tenders in the way.
Most clients don’t stop at the role they came for.
We’re usually brought in for a commercial hire. Then, once we know how the business works and what it takes to succeed in it, clients ask us about the roles around it.
The method doesn’t change. The criteria still come from your brief, and where the assessment needs technical depth we bring in someone from our bench who has done that job.
One client has had us fill four roles across commercial and operations. Another started with a Head of Sales and is now three roles into a technical team. If we can’t assess something properly, we’ll say so rather than take it on.
You don’t pay unless you hire.
No fee unless you hire.
Most clients start here. We ask for 21 days' exclusivity so we can invest properly in the search rather than race three other agencies to the same active candidates.
Six-month replacement.
If the person leaves, or you exit them, within six months of starting, we run the search again at no fee.
We’ll tell you when to stop.
If the market for the brief isn’t there at the package you’re offering, you’ll hear it early — and we’d rather send three people we’d back than four to fill a shortlist.
Full terms confirmed in writing before any search begins.
Sold them.
Hired for them.
Tony Goodwin has built, scaled and exited B2B businesses — selling them himself — and spent the years since rebuilding the commercial function inside more than 170 companies. He designed the way we screen, and he still runs searches.
What we assess against comes out of your brief, not a template. And where the assessment needs depth we haven’t got in-house, we bring in someone from our bench who has done that job — a sector specialist, an engineer, whoever the brief actually demands.
Most screening tests whether someone can talk about the job. Ours tests whether they’ve done what your role actually requires.
A generalist recruiter can check a CV against a spec. Only someone who has sold in your sector can tell whether the numbers were earned or inherited, whether the accounts they name are the ones that matter, and what they’d struggle with in your business.
The things people ask before they call.
If yours isn’t here, ask it on the call. We’d rather tell you no early than sell you a search you don’t need.
We ask what the number actually was, what the territory was, whether an SDR was booking meetings, and what marketing was contributing. Where we can only verify one year rather than two, we say so in the report.
Possibly not, and we’ll tell you. Where we usually add something is a hard role your team has already been on for two months, or a market they don’t have the network for.
We work on contingency for most roles — no fee unless you hire. The fee is a percentage of first-year salary and we agree it in writing before anything starts. We aren’t the cheapest option in the market and we don’t try to be; what you’re paying for is the research, the screening and the report.
Tell us on the call. If you’ve someone promising we’d rather pressure-test them than run a search you don’t need. We’ll be straight with you about whether it’s worth doing at all.
For 21 days, yes. It’s what makes the approach possible — nobody writes a page for each candidate and records a video on a role four agencies are racing. After 21 days the role is yours to run however you like.
If they leave, or you exit them, inside six months of starting, we run the search again at no fee. Full terms are confirmed in writing before we begin.
The UK, the United States and Australia. Most of our searches are field or hybrid roles outside the major cities, which is where the agencies chasing volume tend not to look.
A limited number. The research and the reports take real time, and doing eight searches badly is worse for everyone than doing three properly. If we can’t give a role the attention it needs we’ll say so.
Tell us the role.
We’ll show you who’s out there.
A researched Talent Map for your role, built from scratch, and fifteen minutes to walk through it. Yours whether you use us or not.
No fee, no obligation.
The map takes days. The search starts the moment you say go.
No sales deck. No hard sell. Just an honest conversation about the role.