Sales Staffing Agency

Roles We Fill

How Screening Works for Sales Roles

The AI Video Interviewer puts sales candidates into situations that resemble the job: run discovery on an unfamiliar problem, handle a pricing objection, explain a deal that was lost and what they would change, describe a forecast they got wrong and how they caught it. Those are harder to perform than a rehearsed answer to why they left their last role, and the recording lets your sales leader judge tone, listening, and question quality directly rather than relying on a recruiter's impression.

For volume SDR hiring, the AI Phone Screener does something particularly well suited to the function: it assesses candidates over the phone, which is the exact medium an SDR works in. Someone who is compelling in writing and flat on a call reveals that immediately, at the top of the funnel rather than after your team has spent hours. Where the role is international or documentation-heavy, the English proficiency test is added.

What These Roles Pay

On-target earnings are typically double base in quota-carrying roles, so an agency quoting on OTE charges roughly twice what a base-salary calculation produces for the same hire. Full data across 93 roles sits in our free salary benchmarks, and job descriptions for over 900 roles in the JD library.

Fees Compared

The fee basis matters more in sales than in any other function. Our 14% applies to base salary: $18,200 on a $130,000 base. An agency charging 20% of on-target earnings of $260,000 bills $52,000 for the same person, and both quotes can be described as competitive.

Sales hiring also tends to happen in cohorts rather than singles, especially at SDR level, which multiplies whatever structure you agreed. For teams hiring five or more sales roles a year, RPO priced roughly 30% below big-firm quotes usually beats paying a placement fee per head.

How Hyring Delivers

In the one function where candidates are professionally skilled at interviewing, a recording of them running discovery is worth more than any number of reference calls. Six things run behind every shortlist:

All of it lands in one portal: every candidate uploaded with recording and score attached, clear stages your whole team can see, and feedback captured on the profile rather than in a thread half the panel is missing from.

The Full Service Stack

RPO fits SDR cohort hiring, and staff augmentation covers remote sales development capacity at lower cost than US-based teams.

Ramp Time and the Real Cost of a Bad Sales Hire

The arithmetic is worth doing explicitly, because it changes how much screening rigour is worth paying for. An enterprise account executive typically takes three to six months to ramp to full productivity. If that person fails at month nine, the cost is not the agency fee. It is the fee, plus nine months of salary, plus the territory or segment that carried no meaningful pipeline during the ramp, plus the second search and a second ramp before anyone produces. On a role carrying a $1 million quota, the revenue gap alone dwarfs every other line.

That is the case for screening on evidence rather than impression. A recorded discovery call and a recorded objection-handling scenario tell your sales leader more about month nine than a polished conversation about career goals ever will. It is also the case for honesty at briefing: if your product has no reference customers in a segment and you are hiring an AE to open it cold, we will say that the search should target people who have opened segments before rather than people with the best logos, because those are different candidates.

For companies building a full go-to-market function, this page pairs with marketing staffing and SaaS staffing, and remote SDR capacity is covered under remote staffing.