SOFTWARE SALES RECRUITERS
We are among the top software sales recruiters in the USA, specializing in recruiting top-tier enterprise software sales talent.
★ Top SaaS Sales Recruiter
By staffing our software sales recruiting agency with veteran sales leaders, we can better find and vet top SaaS sales talent.
★ Sales Focused Recruiting Agency
As a leading SaaS sales recruiter, we are expertly and exclusively focused on sales talent to leverage our expertise best.
★ The Software Sales Talent You Seek
Our sales software recruitment firm learns about your ideal hire, and then we conduct a thorough search to find and recruit them.
Contact Our Software Sales Recruiting Firm
If seeking employment, please use our Candidate Form
SOFTWARE SALES RECRUITERS WITH A SALES LEADERSHIP BACKGROUND
As top SaaS sales recruiters and veteran sales leaders, we have the sales leadership and deep software sales recruiting experience to help you hire the best sales talent in SaaS.
- VETERAN SALES LEADERS: All our sales headhunters are former sales leaders who know how to vet top sales talent. We ensure you never have to talk to an unqualified candidate when working with us.
- EXHAUSTIVE SEARCH TO FIND THE BEST: At SalesTalent.com, we never run job postings to find candidates. Our clients already run job postings and hire us because their postings don’t get quality applicants. We conduct an exhaustive search and multi-channel outreach to passive candidates to find the best.
- ELITE SALES TALENT…FAST: When you work with SalesTalent.com, your job is not one of upwards of 20 roles that many firms’ recruiters work simultaneously. We find candidates faster than most firms because we limit our recruiters to three simultaneous roles.
Year One Retention
93.61%
93% of our placements are still thriving a year later — far above industry norms for sales roles.
Time to Qualified Candidates
7.64 Days
First batch of qualified, interview-ready candidates delivered in an average of less than eight days.
Interviews Per Hire
4.26
We source candidates who match your ideal hire profile and vet them using a custom scorecard.
Meet Our Top SaaS Sales Recruiters
Mike Basso is a 20-plus-year veteran sales leader and Founder and CEO of SalesTalent.com. Before founding his software sales recruiting firm, as a six-time executive sales leader, Mike built or scaled six large sales organizations including two in SaaS. Mike has recruited over a thousand salespeople and sales leaders in his career. Mike says he primarily owed his success as a sales leader to his ability to recruit high-performing passive sales talent.
Jamie began her sales career with Saia, where she was promoted nine times in ten years, from entry-level sales to sales leadership. Jamie went on to lead several other sales organizations before joining SalesTalent.com as the software sales recruitment firm's first SaaS sales recruiter. As a software sales recruiter, Jamie has earned rave reviews and high praise through her high-level software sales placements.
Before Howard begin his software sales recruiting career, he was an executive sales leader for Levi Strauss for 16 years. After his success at Levi's he helped scale a marketing firm from zero to $70 million as the EVP of Sales. Howard joined SalesTalent.com in 2022 and quickly became a top software sales recruiter by helping companies fill very niche enterprise software sales roles that had gone unfilled for long periods.
Our Recruiting Process
Intake Meeting
Learn requirements, along with culture, goals, and other critical factors for long-term success. Understand key metrics and job responsibilities.
Search Framework & Custom Candidate Scorecard
Build a custom search strategy. Decide on companies and industries to target. Determine passive candidate titles and positions to target. Develop customized candidate scorecard.
Passive Candidate Targeting
Submit an ideal candidate profile for review. Provide specific marketplace intelligence. Make needed adjustments to the proposed target.
Campaign Calibration
Build a specific candidate target list from the master database and other sources. Fine-tune multi-channel outreach messaging strategies.
Candidate Outreach
Conduct multi-channel outreach to candidate target list. Present opportunity to candidate and access candidates fit against ideal profile.
Candidate Evaluation
Further evaluate interested and selected candidates through interviews, assessments, and other criteria. Present selected pool of vetted candidates to the hiring manager.
Background & Offer
Work with client on conducting thorough background, reference checks, and extending offers. Assist with candidate transition from old to the new position. Implement post hire follow-up plan.
Software Sales Roles We Place
Inside Sales
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- Sales Development Rep (SDR)
- Business Development Rep (BDR)
- Inside Account Executive
- Inside Account Manager
- Inside Sales Representative
- Inside Channel Sales
- Sales Engineer
- Sales Operations
Sales Leadership
-
- Chief Revenue Officer (CRO)
- Chief Sales Officer (CSO)
- EVP / SVP / VP of Sales
- Director of Sales / Sales Manager
- VP / Director of Inside Sales
- VP / Director of Sales Development
- Director of Business Development
- SDR / BDR Manager
Outside Sales
-
- Enterprise Account Executive
- Business Development Executive
- Channel / Partnership Rep
- Key / Strategic Account Manager
- Territory / Account Manager
- Strategic Account Executive
- Regional Sales Executive
- Sales Rep / Account Executive
Software Verticlas We Specialize In
Software (SaaS)
- Healthcare
- AI & Coding
- Finance
- Sales & Marketing
- Government, Risk & Compliance
- E-commerce
- Security & Privacy
- Cyber Security
- Cloud & IT Management
- Collaboration & Productivity
- Learning & Training
- Supply Chain
- Office
- Retail
- Customer Service
- Development
- Digital Advertising
- Human Resources (HR Tech)
- Accounting & Bookkeeping
- Legal Tech
- Business Intelligence
- Data Analytics
- EdTech (Education Technology)
- Fleet Management
Software Sales Hiring Landscape in 2025
by SalesTalent.com CEO Mike Basso, Sales Talent Expert – Updated August 2025
During my tenure as a six-time executive sales leader and now as CEO of SalesTalent.com, I have witnessed firsthand the intricacies of the SaaS sales talent landscape and its fluctuations and evolution over the past few years.
Market conditions in 2025 have created an environment where there are more software and technology sales talent who are actively looking; however, the number of those who are elite SaaS sellers consistently beating their quota has decreased.
The current sales talent market can be classified as an “employer market,” favoring companies looking to hire sales talent. However, the competition for non-job-hopping sales candidates who can self-prospect, close new business, and grow current accounts, especially in software sales, is fierce. Here are my top roadblocks software companies face today when hiring software sales talent.
The job application process no longer works for SaaS.
The job application process is broken. Easy Apply features and generative AI mass apply apps are mostly to blame.
Most software sales jobs receive a significant number of applicants. However, due to the ease of applying, technology has allowed job funnels to become clogged with applicants who often lack the specialized vertical SaaS experience that software companies need. Specialized vertical SaaS Sales Talent has become increasingly difficult to find and hire.
What looks good on paper often falls short of expectations.
Hiring managers often gravitate towards candidates who “look good on paper.” The candidates may come from impressive companies, but lack the genuine track record of consistent quota achievement. SaaS sales success demands far more than pedigree. An extensive vetting process that uses scorecards and goes beyond resumes to evaluate quota attainment, hunter mentality, and the intangible drive essential to thrive in fast-moving SaaS sales environments.
Getting it wrong has a higher price than ever.
The cost of failing to recruit only top-notch sales talent greatly outweighs the initial time and expense of recruiting. The real cost is the impact on the ability to scale the sales organization and exceed revenue goals.
Poorly suited sales hires not only hinder the ability to meet goals but also take a toll on the sanity of those responsible for managing them. The costs of getting sales hiring wrong are incredibly high.
In addition to lost revenue due to mis-hires, valuable time better spent elsewhere is often wasted as managers must constantly assist ill-suited, underperforming sales representatives. Sales leaders can also experience anxiety and embarrassment due to the team’s poor quality.
Conclusion
There is a better way to hire top-performing sales talent: go outbound. Don’t put your sales revenue goals in the hands of poorly suited, mediocre applicants. Instead, you must go outbound to seek out passive top performers who are thriving. They are not looking but may be open to exploring better options. By engaging these high achievers, you can build a team full of top performers, giving you a crucial edge.
Whether done by you, your front-line leaders, an in-house talent team, or a software sales recruiting agency like SalesTalent.com, somebody must reach out to passive candidates. Otherwise, you will end up with, at best, an average team full of sub-optimal applicants.
About the Author: Mike Basso is a 20-plus-year veteran sales leader and Founder and CEO of SalesTalent.com. Before founding his sales recruiting firm, as a six-time executive sales leader, Mike built or scaled six large sales organizations. Mike has recruited over a thousand salespeople and sales leaders in his career. Mike says he primarily owed his success as a sales leader to his ability to recruit high-performing passive sales talent.
Mike’s expert advice on sales recruiting and hiring is regularly quoted in media outlets such as Newsweek, Business Insider, MSN, AOL, Nasdaq, Yahoo Finance, Monster.com, HubSpot's Sales Blog, Jobscan, Jobvite, JazzHR, and many more. You can learn more about Mike Basso by visiting linkedin.com/in/salestalent/
FAQs
What is your process for finding top sales talent?
We find top sales talent who match your ideal candidate profile through high-touch, multi-channel passive candidate outreach. Unlike typical recruitment processes, we don’t rely on job postings to find candidates. Clients come to us after their postings fail to attract suitable candidates.
How long does it typically take to fill a sales position?
Within approximately two weeks of starting a search, we submit vetted and interested candidates to you. Most hires happen within 30 to 45 days of the search kickoff, but the total time depends on each client’s interview process.
How do your insure candidates you submit are a good fit?
When working with us, we ensure that you never talk to an unqualified candidate by learning your ideal candidate profile and then developing a customized submission scorecard for your search.
What markets or regions do you recruit in?
We recruit sales and sales leadership talent anywhere in the United States and Canada. Our extensive North American database and expansive sales talent network allow us to recruit your ideal candidate regardless of where they are in the US or Canada. Whether you need NYC Sales Recruiters or Sales Recruiters in Chicago, we have you covered.
What is your pricing structure or fee model?
We work on a contingent or retained model, depending on the type of role and other search criteria. We generally present you with 3 to 4 options with varying fees so that you can select the best option for your needs and budget. NOTE: We only provide permanent placement sales staffing services. We do not offer temporary sales staffing services.
How long after search kickoff can I have qualified candidates to review?
We generally send you 3 to 5 vetted and interested candidates per position that match your ideal candidate profile and match custom scorecard requirements within two weeks and many times sooner.
Do you offer any guarantees or replacement policies?
All of our search packages have a replacement guarantee. The terms of the guarantee depend on which option you choose.
Can you help us build a sales department from scratch?
Yes! Salestalent.com is uniquely positioned to help scale sales teams. All of our recruiters are former sales leaders, and our founder is a former sales executive who scaled six large sales teams with many from scratch.
What Others Say About Us
The salestalent.com team are FANTASTIC partners, not only in the pursuits of identifying and recruiting top-tier commercial talent, but also true partners helping to solve complex hiring decisions as firms look to upgrade talent. I cannot provide a strong enough recommendation for salestalent.com and would welcome the opportunity to discuss more in detail, should the need arise. ⭐⭐⭐⭐⭐ Read on Google
I have been working with Mike and Howard at Sales Talent, filling multiple positions on our sales team. Howard was assigned to support our growth and has been nothing short of amazing to work with. Super communicative and always asking the right questions to help us hire the best candidate. ⭐⭐⭐⭐⭐ Read on Google
salestalent.com was an absolute pleasure to work with. They are efficient, knowledgeable, and get things done. Loved working with them. ⭐⭐⭐⭐⭐ Read on Google
SalesTalent is not your average recruiters- they are true partners who took the time to understand more than just the position, but also our niche market and employee value proposition. They support us to find and hire highly skilled sales talent that aligns with our culture - our recent new hires absolutely raved about their experience with SalesTalent.
After years of struggling with other recruitment agencies (long timelines to hire, poor candidate experience), it's a relief to have found a true extension of our recruitment team in SalesTalent. ⭐⭐⭐⭐⭐ Read on Google
Contact our Software Sales Recruiters
If you want to hire top sales talent, leverage our specialized experience and exhaustive search process to find the best talent possible. Contact us today to learn how our software sales recruiters can help you find the top sales talent you need to succeed.
As sales recruiters, our mission is to learn about your ideal hire, then find and recruit them.
A NATIONAL SALES RECRUITMENT AGENCY
If you seek top sales recruiters to hire high-performing sales talent, our sales recruiting agency has experienced sales headhunters to get the specific sales professionals you seek.
AREAS WE SERVE
Atlanta | Austin | Baltimore | Boston | Charlotte | Chicago | Cincinnati | Dallas | Detroit | Denver | Houston | Indianapolis | Jacksonville | Kansas City | Los Angeles | Miami | Minneapolis | Nashville | New York | Philadelphia | Phoenix | Pittsburgh | Portland | Raleigh | Salt Lake City | San Diego | San Francisco | Seattle | Tampa | San Jose | St. Louis | Washington DC | USA
SECTORS WE SERVE