Here's the problem: most tech sales recruiters have never written a line of code, never sat in on a sales engineering call, and couldn't explain the difference between endpoint detection and SIEM if their commission depended on it.
So when a VP of Sales at a cybersecurity startup asks them to find an AE who can sell to CISOs, they send someone who sold copiers. Or HR software. Or “SaaS” — without understanding that selling a $5K/year tool is nothing like selling a $200K/year security platform to a Fortune 500 security team.
I come from the engineering side. I understand the products your team sells, the buyers they sell to, and the technical depth required to earn credibility in a sales cycle. Every candidate I present has been vetted not just for their numbers — but for whether they can hold their own in a room full of engineers.
Technical Vetting
I evaluate whether candidates understand the tech they'd be selling — not just their quota numbers.
Quality Over Volume
3–5 pre-screened candidates per search. No resume dumps. Ever.
Zero Risk
Contingency only — you pay nothing unless I deliver someone you hire. 90-day guarantee.
Passive Talent
The best reps aren't on job boards. I headhunt from competitors and adjacent companies.