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 began 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 assess 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
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- 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 Verticals 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
Frequently Asked Questions – FAQs
What sets you apart from other SaaS sales recruiters?
The primary distinction between SalesTalent.com and other GTM software recruiters is that all recruiters are former sales leaders who are experts in recruiting and vetting top passive tech sales talent. Our process ensures that we only introduce top sales candidates with a proven track record of success who match your ideal candidate profile.
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.
What is passive candidate sourcing and how is it superior to other recruiting methods?
Unlike posting job ads, which we never do, passive candidate sourcing uses high-touch multi-channel outreach through phone, email, LinkedIn, and other platforms to reach candidates who are generally successfully employed. By using salestalent.com to target only top-level candidates who match your ideal candidate profile, you avoid limiting yourself to poor, unfiltered candidates who usually come from the job postings.
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 with executive-level or niche sales roles?
We can help with hard-to-find specialized niche sales roles or executive-level roles. Our advanced passive candidate sourcing process and extensive sales talent network allow us to target and recruit your ideal hire.
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.
Can you help with confidential roles?
Yes, we can handle confidential roles. Your role will remain confidential because we never post roles publicly and don’t disclose company details in our outbound messaging.
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.
How specific can you get when targeting candidates?
We can get as specific as you need. Using cutting-edge technology and our experience, we routinely deliver passive candidates who very precisely match ideal candidate profiles that specify vertical experience, deal size, sales cycle, target buyer and company persona experience, and more.
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.
Can you help us with market benchmarking for sales compensation packages?
Yes. We include sales compensation consulting and benchmarking, including market-based salary data and variable compensation planning, at no extra cost in all searches.
SaaS Sales Hiring in 2025: Why It’s Tougher Than It Looks
by SalesTalent.com CEO Mike Basso, Sales Talent Expert – Updated August 2025
After building six large sales teams and now running a top software sales recruiting agency, I’ve seen the SaaS sales hiring market from every angle. Lately, it’s been changing a lot.
Right now, there are more people in software sales looking for work than we’ve seen in a while. But here’s the catch: the pool of reps who consistently crush quota has gotten smaller.
On paper, it looks like companies have the upper hand. In reality, landing a rep who can open doors, close deals, and grow accounts is harder than ever. Here’s what I’m seeing out there.
The Job Application Process is Failing SaaS
The old “post a job and wait” approach is broken. Tools like Easy Apply and AI-driven mass application bots have turned job postings into a magnet for unqualified candidates.
Yes, you’ll get a big stack of resumes. But the vast majority are people who’ve never sold SaaS, don’t understand your industry, or can’t handle the complexity of your sales cycle. Filtering through the noise takes more time than ever, and the best candidates aren’t even applying in the first place.
The Big-Name Resume Trap
It’s easy to be impressed by a rep who worked for a big-name SaaS company. But a recognizable logo on a resume doesn’t mean they were a top performer. I’ve met plenty of reps from marquee brands who never hit quota on their own.
If you want to hire the right person, you’ve got to dig deeper. That means checking quota history, asking the tough questions in interviews, and talking to references who will tell you what they’re really like in the trenches. The goal isn’t to hire the “shiniest resume” — it’s to hire the rep who can deliver results in your environment.
The Real Cost of a Bad Hire
A miss in sales hiring isn’t just a number on a spreadsheet. It slows down the whole team, eats up management time, and can drain morale. Every hour you spend coaching someone who’s never going to make it is an hour you’re not closing business.
And when it happens more than once, it chips away at culture and momentum. In sales, you either have the right people or you don’t, and there’s no hiding it.
How to Actually Land Top SaaS Sales Talent
The best sales reps aren’t scrolling job boards. They’re too busy hitting their numbers. But that doesn’t mean they wouldn’t take a call if the right opportunity came along.
Whether you do it yourself, have your managers make the calls, build an in-house recruiting team, or bring in a top SaaS Sales Recruiting firm like SalesTalent.com, you’ve got to go after the people you want. Wait for them to come to you, and you’ll be left with the unwanted leftovers.
About the Author: 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. 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.
What Others Say About Us
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.
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