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SALES RECRUITMENT, FOR EMPLOYERS

The right sales hire.
Probation included,
or you don't pay.

The best sales professionals are usually not actively looking. They already have a good job and are hitting their targets somewhere else. We find them, approach them directly and test who can perform for you too.

Discuss your open sales role Discuss your sales role See the process

No obligations. We first see whether it fits.

They had us search

  • Amac
  • Campina
  • Hotelchamp
  • IKEA
  • Mammoet
  • Munro
  • 30 commercial rolesper year, on average
  • 20 years of experiencein sales, marketing and customer success
  • 35% faster-growing clientsthan the market

THE PROBLEM

An empty commercial seat does not cost you a salary. It costs you revenue.

As long as the seat stays empty, you do not just sell less. Less pipeline is being built today for tomorrow's revenue.

WHERE IT GOES WRONG

The first three months always look good.

Your new sales hire starts, has meetings and reports a full pipeline. That is true, too. Plenty is happening.

  1. Months 1 to 3

    Full diary, full pipeline.

  2. Months 4 and 5

    The first explanations. The sales cycle is longer than expected, the decision maker keeps pushing it back.

  3. Month 6

    At the first real review the forecast turns out to be air.

Nearly always the same cause

  1. At the previous employer the work was already laid out

    Marketing delivered the leads, an inside sales team did the first call, and that is how the target was hit there.

  2. On paper there was a beautiful number

    With you, that same person has to go out into the market themselves, and that was never needed there.

    A CV with a big revenue figure says nothing about who brought that figure in.

OUR APPROACH

How we find strong sales professionals.

A strong sales CV does not automatically tell you who really performs. That is why we look beyond job titles and big revenue figures.

We look beyond the revenue on a CV

A high revenue figure does not automatically tell you how strong someone is commercially. So we test three things before you see a name:

  • Target attainmentHow did they perform against their personal target?
  • New businessDid the revenue come from their own prospecting, or mostly from existing clients and inbound leads?
  • Pipeline builtDid they create new opportunities themselves and take them through the sales process?

  • We look for people who perform today

    We directly approach sales professionals who are hitting their targets somewhere else right now, even if they are not looking themselves.

  • We speak to everyone ourselves

    Before you meet anyone, we have spoken to them about their results, their motivation and how those results actually came about.

  • One recruiter who knows commercial roles

    They know what a good account manager earns in your segment. If you call, that recruiter gets back to you the same day.

HOW IT WORKS

How it works, step by step.

Five steps, no layers in between.

  1. Intake and briefing.

    Which role, what the person needs to deliver, where it went wrong before. Then we go to market the same day.

  2. Map the market and approach.

    Around the intake you see a first list of profiles we have found. Your response steers the search, and then we approach.

  3. Screening.

    We interview everyone ourselves. Only after that conversation do we call someone a candidate.

  4. Candidate by candidate.

    Whoever fits, we introduce to you straight away. One at a time, not once there are three.

  5. Guidance through to the signature.

    Until the contract is signed, without silences that cost you the candidate.

Discuss your open sales role

WHAT YOU GET

What you buy for that commercial seat.

One assignment, no hours and no subscription.

  • The same recruiter from intake to contract.

    One person who knows the role and stays your point of contact, in Dutch.

  • A team that calls every day.

    Our own search team working the market full time. More approaches per week than one recruiter ever manages.

  • Where things stand, every week.

    Who we approached, who said yes, who said no, and why. Even when the salary does not match the market.

Candidate report

A report per candidate, not a pile.

The interview, the motivation and the CV, one candidate at a time, with the target attainment and the self-generated revenue included.

  • Interview
  • Motivation
  • Target attainment
  • Self-generated revenue
  • CV

WHAT CLIENTS SAY

What clients say about the people we place.

As a growing company, finding the right people quickly is crucial. Sennasearch really understood our needs and helped us identify strong candidates who could hit the ground running.

Victoria Sweeney Chief Operating Officer · Hotelchamp
Read the Hotelchamp case

The combination of continuous sourcing and job marketing gives excellent results. The fact that you also sit down every week to go through progress makes working together not only very effective, but also very pleasant.

Pieter de Vrieze Managing Director · Advion
Read the Advion case
Also read the Decathlon case

COSTS

What sales recruitment costs.

You pay 18 to 25% of the gross annual salary of the candidate you hire, and only once they have signed. Where the percentage lands depends on the role, and that is fixed before we start searching. No hourly billing, no surprises afterwards.

18 to 25% of the gross annual salary
  • No costs up front
  • Exact percentage agreed up front
  • Invoice only after the candidate has signed

THE GUARANTEE

A successful placement, probation included.Or you don't pay.

A sales hire who does not work out is not always found out straight away. That is why we look at what someone brought in themselves before the placement.

  • Sales role not filled?

    Then you pay nothing.

  • Does your new hire leave during probation?

    Then you choose: we search again at no cost, or you get your full fee back.

  • And in month two or three?

    Then you get half the fee back and we start searching again.

  • Do we need to fill the same role again?

    Then you do not pay twice.

Discuss your open sales role Discuss your sales role

The exact arrangements for your role are agreed with you up front.

FREQUENTLY ASKED QUESTIONS

NO SMALL PRINT.
JUST CLEAR ANSWERS.

Quickly. As soon as you give the go-ahead, we schedule the intake the same day or the next. Straight after that we go to market, the same day. You do not lose weeks getting started.

Then you pay nothing.

From SDR, business developer and account manager to sales manager, sales team lead and commercial director. Also marketing and customer success, and beyond that operations, IT, finance and HR roles. If your role is not listed, put it to us.

Respond promptly to the candidates we put forward: a good sales professional has options and is gone when things go quiet. And tell us what you hear in the interviews and what offer you make.

Then you stop free of charge. If you withdraw the vacancy after we have started, you pay nothing for the search work already done.

Yes. For an ongoing recruitment need there is RPO, with a minimum term of six months and monthly notice after that. Sales recruitment is search and selection per vacancy, with no term.

Which sales role do you
want to fill?

Tell us who you are looking for. In 30 minutes we discuss the role, see whether we can reach the right people, and you hear what it costs.

No sales pitch. Straight to the substance.

  • 92% of the people we place are still there after a year.
  • If your new hire leaves during probation, you choose: we keep searching at no cost, or your money back. The conditions are fixed up front.

Fill in your details

Then pick a time that works for you. No obligations, we look at the fit first.

Headhunting, executive search and sales recruitment fall under Search & Selection.

No obligations. We start by checking whether it's a fit.

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