— SINGLE HIRES

Permanent Recruitment,
quality over quantity.

Retained and executive search for high-impact GTM roles. One exclusive search, a recruiter fully committed to your hire, and a fully assessed shortlist in 10 to 15 working days.

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PHONOVATION

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ACTIONPOINT

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CONDUKTOR

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FAMLY

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HUMAANS

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INSTRUCTURE

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ITQUOTES

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JUST EAT TAKEAWAY

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NOLOCO

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RADIUS TECHNOLOGIES

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SCURRI

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STORA

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PHONOVATION ◆ ACTIONPOINT ◆ CONDUKTOR ◆ FAMLY ◆ HUMAANS ◆ INSTRUCTURE ◆ ITQUOTES ◆ JUST EAT TAKEAWAY ◆ NOLOCO ◆ RADIUS TECHNOLOGIES ◆ SCURRI ◆ STORA ◆

— WHAT IT MEANS

One hire,
done properly.


Permanent recruitment is how we fill a single, high-impact GTM role. Every search is exclusive and retained: one agency, a staged fee, and a recruiter fully committed to your hire through to a signed offer.

We don't work on contingency. Contingent agencies are paid only if their CV wins, so they spread effort across many clients and send volume. A retained search lets us map the market, approach the right people directly and assess every candidate before you meet them. You receive 3 to 5 people who can genuinely do the job, not a pile of applications to triage.

We offer two search models, retained and executive search, matched to the seniority of the role. We'll recommend the right one on the discovery call.

Hiring for several roles at once? Read our guide: Embedded vs Retained Recruitment: Which Is Right for Your Startup? →

See it in practice: a retained search for Noloco and a Director of Sales placed in 14 days. Or see all results and reviews →

— TWO SEARCH MODELS

The right model
for the role.

01

Any GTM role

Retained Search

Retained search is an exclusive partnership for any GTM hire, from your first SDR to Head of Sales, where the cost of a mis-hire or a slow search is significant. The fee is staged across three milestones, kick-off, shortlist, and placement, so our incentives are aligned with yours at every stage.

This is the right model for SDRs, AEs, Sales Engineers, Sales Directors, Heads of Marketing, or any role where you need deep market mapping, proactive outreach to passive candidates, and a recruiter who is fully committed to your search.

  • Market mapped across Ireland and EMEA

  • Fully assessed shortlist in 10 to 15 working days

  • Weekly steering updates throughout

  • Staged fee structure across three milestones

02

C-level & VP

Executive Search

Executive search is an exclusive, end-to-end process for VP-level and C-suite GTM hires. At this level, the best candidates aren't on job boards, they're succeeding at your competitors and need to be approached directly with a compelling narrative about why your company is the right move.

  • Exclusive partnership, one agency, full commitment

  • Active and passive candidate reach

  • Tailored outreach with your employer brand front and centre

  • Strategic advisory throughout the process

Looking to hire a VP Sales? We have a dedicated guide to VP Sales recruitment in Ireland, covering what great looks like at each stage, market rates, and how we run the search. See our VP Sales recruitment page →

03

Every search

How the fee works

The fee is a percentage of the hire's salary, staged across three milestones so our incentives match yours from day one. We'll set out the exact terms on the discovery call before you commit.

  • Stage 1: search confirmed

  • Stage 2: agreed shortlist delivered

  • Stage 3: offer accepted

  • 3-month replacement guarantee

— WHO IT’S FOR

Built for
single hires that can't afford to slip

Permanent recruitment is the right model when you need one high-impact GTM hire and don't need an ongoing recruitment partnership. Whether it's your first commercial hire or a senior leadership appointment, we apply the same rigorous process to every search.

First commercial hire (Pre-Seed / Seed)

Your first AE, SDR, or Head of Sales sets the commercial tone for everything that follows. You need someone who can operate without a playbook and build as they go. We know what that candidate profile looks like, and where to find them.

Senior leadership hire (Series A to C)

VP Sales, Head of Marketing, RevOps Lead. Hires at this level need genuine market mapping and relationships with passive candidates. Retained or executive search gives you both.

Hard-to-fill hire

A multilingual role, a new market or a skill set few people have. Retained search gives us the time and commitment to map the market properly and reach people who aren't looking.

— FREQUENTLY ASKED QUESTIONS

Everything
you need to know.

  • Permanent recruitment is how we fill a single GTM role with a permanent hire. Every search is retained: an exclusive mandate with a staged fee, so we're fully committed to your role from kick-off to signed offer. We don't work on contingency.

  • Retained search is for any GTM hire, from your first SDR or AE to Head of Sales, Head of Marketing or a multilingual Solutions Engineer. Executive search is for VP and C-level hires, with a deeper market map, a tailored approach to each candidate and advisory support throughout. Both are exclusive and both use a staged fee.

  • The fee is a percentage of the hire's salary, paid in three stages: when the search is confirmed, when the agreed shortlist is delivered, and when the successful candidate accepts the offer. We'll outline the exact terms on the discovery call before any commitment is made.

  • Every permanent placement is covered for 3 months. If the hire leaves or is let go in that time, we re-run the search at no additional fee. No caveats, no renegotiation.

  • We work with VC-backed SaaS and tech companies from Pre-Seed through Series C. We understand that hiring needs, and what "great" looks like, differ significantly at each stage, and we calibrate our search approach accordingly.

  • Yes. We're based in Dublin and recruit internationally, including Ireland, the UK, Europe, the Middle East and the US. For executive and retained searches we regularly place candidates who relocate or work remotely across markets.

  • We recruit across the full commercial function, VP Sales, Sales Director, Account Executive, Enterprise AE, SDR, BDR, Head of Marketing, Demand Generation, RevOps, Sales Ops, Customer Success, Partner Manager, and Sales Engineer. All within SaaS and tech businesses.

  • Yes. The Recruiter operates under Employment Agency Licence EA 4551, issued by the Department of Enterprise, Tourism and Employment in Ireland. We are registered as TechR Ltd (Company No. 675330).

— Our Process

Brief to offer
in 21 days.

A structured process built around speed and quality. Not CV volume, a considered shortlist of people who will actually make an impact.

01

Briefing workshop

A deep-dive to understand the role, success criteria, culture, and compensation. Bespoke success criteria, not a template scorecard. We challenge assumptions where needed and agree on what great looks like before we start sourcing.

02

Research and market mapping

We map the talent pool across Ireland and EMEA, both active candidates and the passive ones succeeding at your direct competitors. Our GTM network means we're not starting from a cold database.

03

Candidate outreach and assessment

Every candidate is approached on your behalf and interviewed against your criteria before you see them. Quality over volume, always. We'd rather send you three exceptional people than ten average ones.

04

Shortlisting

You receive 3 to 5 fully assessed, interview-ready candidates with a written summary of each. Not a pile of CVs, people we'd back ourselves.

05

Interview coordination

We manage schedules, prepare candidates, and facilitate structured debrief sessions throughout the process. You focus on evaluating talent, not coordinating logistics.

06

Offer management

Counteroffer handling, compensation benchmarking, and reference support through to signed offer. The hire lands cleanly.

10 to 15

Working days to shortlist

85%

From repeat clients

3 to 5

Candidates per shortlist

3 month

Replacement warranty

— Why us

  • Deep SaaS GTM networks across EMEA

  • Focused on early to growth-stage

  • Flexible, founder-friendly terms

  • Market intel & comp benchmarks

— YOUR SHORTLIST

What lands
in your inbox.

3 to 5 candidates in 10 to 15 working days. Every one is interviewed against the success criteria we agree at the brief. You don't get a pile of CVs. You get a short written brief on each person, so you know who to meet first and why.

Each candidate brief covers:

  • Fit: how their track record matches the role. Quota, deal size, sales cycle and the buyers they've sold to.

  • Motivation: why they'd move, and why now.

  • Pay and notice: current package, expectations and notice period, before the first interview.

  • Risks: anything to probe in interview, flagged up front.

  • Our view: a clear recommendation, and where they rank on the shortlist.

SAMPLE CANDIDATE BRIEF

Candidate B: Enterprise Account Executive, Dublin

Fit: Six years in B2B SaaS, the last three closing new logos with mid-market and enterprise accounts across the UK and Ireland. Average deal size around €60,000 ARR on a 4 to 6 month cycle. Hit 112% and 104% of quota in the last two years.

Motivation: Their company has moved to a channel-led model, so their new business territory is shrinking. Wants a direct sales role with enterprise buyers at an earlier-stage company.

Pay and notice: Current OTE €140,000 (60/40 split). Looking for €150,000 to €160,000 OTE. One month's notice.

Risks: No experience selling into financial services, your main vertical. Probe how quickly they've ramped in a new vertical before.

Our view: Strongest closer on the list. Rank 1 of 4. Meet first.

Fictional example.

HIRING?

Looking for GTM
talent?

Tell us about your open role. We'll tell you what we can deliver and when.

Book a discovery call