For employers
An open territory is not a vacancy. It is revenue leaking every month.
We recruit technical sales people for industrial manufacturers and their channel partners — the ones who have to understand the product to sell it. One market, covered properly, which is why our calls get returned.
Why this is hard
The people you want are not looking.
A sales engineer who is hitting quota in a territory they have built has no reason to browse job boards. They are not in your applicant pool, and no amount of advertising will put them there.
Meanwhile the applications you do receive skew toward people who can describe a product but have never diagnosed one on a plant floor. Screening those takes your regional manager away from their own number.
So the search has to be done by approach, by name, by someone who can hold a technical conversation credibly enough that a working sales engineer takes the call. That is the whole job.
Roles
What we fill
- Territory / Regional Sales Engineer
- Applications & Solutions Engineer
- Regional Sales Manager
- National Sales Manager
- Business Development Manager
- Product & Market Manager
- Distribution / Channel Manager
- Technical Support & Inside Sales
Markets
Where we already have a network
- Factory Automation
- Sensors, machine vision, industrial connectivity, safety and control components.
- Process Instrumentation
- Flow, level, pressure and analytical measurement into refining and petrochem.
- Flow Control & Valves
- Control valves, isolation valves, actuation and the EPC project cycle.
- Robotics & Motion
- Industrial robotics, motion control, drives and the integrators around them.
- Electrical & Power Distribution
- Switchgear, power quality, industrial electrical distribution.
- Systems Integration
- Integrators and distribution partners who carry the line into the plant.
What you get
Six things we commit to on every search
None of these are unusual. They are just rarely written down where a client can hold you to them.
We tell you if the number is wrong
If the band you have set will not buy the person you described, you hear that in the first call — not after eight weeks of an empty pipeline. Sometimes the fix is the comp. Sometimes it is the job description.
A named market map, not a job board
You see which companies and which people we intend to approach before we approach them. If a competitor is off-limits, you tell us then, not after we have called them.
A short slate with reasons
Three or four candidates, each with the number they can defend and an honest note on where they are weaker. Not twenty forwarded resumes with a hope that one sticks.
We manage the counter-offer
Most searches in this market die at resignation, not at interview. We prepare for it with the candidate weeks before it happens, because it always happens.
Terms agreed in writing first
Fee basis, guarantee period and exclusivity are settled before we start work. No surprises on the invoice, and nothing verbal that either side has to remember differently later.
One point of contact throughout
The person who takes your brief runs your search. You are not handed to a delivery team who never heard the original conversation.
Start a search
Brief us on a role
The more specific you are, the more useful our first reply will be. If you would rather just talk it through, say so in the message and we will call you instead.