10 Best Sales Recruitment Agencies to Find Top Sales Talent

The sales recruitment landscape has evolved in 2025, with remote and hybrid roles dominating the market and subscription-based recruitment models gaining popularity. Whether you're hiring entry-level SDRs or senior sales executives, partnering with the right agency can save time and money while delivering top talent. Here's a quick summary of the 10 best sales recruitment agencies to help you find the perfect fit:

Key Highlights:

• Top Agencies: Includes Remotely Talents, Betts Recruiting, Sales Talent Inc., and more.
• Recruitment Models: Subscription services, contingency fees, and retained searches.
• Roles Filled: From SDRs and AEs to VPs of Sales and CROs.
• Specialties: Remote hiring, tech sales, B2B talent, and executive-level searches.
• Cost Structures: Subscription plans starting at $1,000/month to traditional placement fees of 20–35% of annual salaries.

Quick Comparison Table:

Agency	Model	Typical Fee	Best For
Remotely Talents	Subscription (RaaS)	$1,000–$1,450/month	Remote sales roles in Europe & Latin America
Betts Recruiting	RaaS & Contingency	Subscription or 20–25%	Scaling tech teams with predictable costs
Sales Talent Inc.	Contingent & Retained	15–30% placement fee	B2B companies seeking top-tier sales talent
CulverCareers	Traditional Placement	20–30% placement fee	Medium-sized businesses in tech and healthcare
Rainmakers	Candidate-First Platform	Bidding-based	Tech companies hiring proven sales performers
Treeline	Contingent & Retained	Retained search fees	Senior sales leadership roles
Michael Page	Contingent & Retained	15–25% placement fee	Global companies with specialized hiring needs
Korn Ferry	Retained Executive Search	33% of first-year salary	Fortune 500 firms hiring senior executives
Upwork	Freelance Marketplace	Hourly rates + fees	Short-term or project-based sales roles
Robert Half	Traditional Placement	30–35% placement fee	Mid-to-large companies needing full-service hiring

Each agency has its strengths, from cost-effective subscription plans to specialized executive search services. Read on to find the best fit for your hiring needs.

Top 10 Sales Recruitment Firms You Need To Know

1. Remotely Talents

Remotely Talents provides a subscription-based service for sourcing remote sales and marketing professionals from Europe and Latin America. Unlike traditional recruitment agencies that impose hefty placement fees, this platform offers a straightforward monthly subscription, making hiring costs more predictable and easier to manage.

With a track record of helping over 250 companies expand their global teams, Remotely Talents focuses exclusively on hiring remote talent. Their thorough screening process ensures candidates meet high standards in technical skills, English proficiency (C1+), and compatibility with North American and European teams. This approach sets them apart from conventional recruitment methods.

Recruitment Model

Remotely Talents offers two subscription plans tailored to different hiring needs:

• On-Demand Plan: At $1,450 per month per open role, this plan has no long-term commitment, making it ideal for companies looking to fill one to three positions while maintaining flexibility.
• Partner Plan: Priced at $1,000 per month with a 12-month commitment, this plan allows businesses to fill an unlimited number of roles (one active at a time), making it a great fit for companies with ongoing hiring needs.

These plans provide a cost-effective alternative to traditional agencies that often charge placement fees ranging from 15% to 25% of a candidate's annual salary. For example, hiring a candidate with a $100,000 salary could cost $15,000–$25,000 through traditional methods, compared to $1,450 or $1,000 per month with Remotely Talents.

Typical Sales Roles Filled

Remotely Talents specializes in quickly filling various sales and marketing roles. Their expertise includes positions such as Paid Search, SEM, SEO, Paid Social, and Email Marketing, as well as niche roles like Amazon Specialist and Graphic Designer. Thanks to their efficient process, top candidates are typically presented within two weeks - much faster than the timelines associated with traditional recruitment.

Industries and Company Sizes Served

The agency caters to a wide range of clients, from startups to established companies, delivering timely and effective placements. Their focus on sourcing talent from Latin America and Europe is particularly beneficial for businesses seeking cost-effective professionals who can collaborate in real-time due to overlapping time zones. Beata Rajeckaite, Operations Manager at OneRhythm, praised the platform's dedicated support in navigating local market challenges during cross-border hiring efforts.

Key Strengths and Limitations

One of Remotely Talents' standout features is its transparent subscription pricing, which eliminates unexpected costs and simplifies budgeting. The 90-day replacement guarantee adds an extra layer of confidence, while senior-level recruiters and account managers provide personalized support throughout the hiring process.

However, the agency’s focus on Europe and Latin America may not suit companies exclusively seeking candidates from North America or the Asia-Pacific region. Additionally, their subscription model is better suited for businesses with ongoing hiring needs rather than those with occasional recruitment demands.

Best fit for: Companies looking to consistently hire remote sales and marketing professionals, startups aiming to build distributed teams on a budget, and businesses seeking professionals from Europe or Latin America to enhance global collaboration.

2. Betts Recruiting

Betts Recruiting, founded by Carolyn Betts, has built an extensive go-to-market (GTM) network, supporting tech companies ranging from startups to Fortune 500 giants. With their proprietary platform, Betts Connect, and an average recruiter tenure of over four years, the company has earned a reputation as a reliable recruitment partner.

To date, Betts has collaborated with more than 10,000 startups and played a role in helping 50 companies achieve unicorn status. Their specialized approach has led to the development of innovative hiring models tailored to the needs of modern businesses.

Recruitment Model

Betts offers two distinct recruitment approaches designed to simplify the hiring process:

• Contingency Search: This is the traditional industry model, ideal for individual placements.
• Recruitment as a Service (RaaS): A subscription-based model that allows companies to make unlimited hires for a predictable cost.

The RaaS model is particularly noteworthy. Unlike the standard per-placement fee structure, this approach eliminates unpredictable costs, making it a practical choice for companies experiencing growth. Subscribers gain full recruiter support and access to Betts' extensive candidate network.

"With our innovative RaaS model, we're not just a service - we're your long-term scaling partner. Let's build your future together." - Carolyn Betts, Founder and CEO of Betts

This approach ensures efficiency in filling roles while providing companies with the flexibility they need to scale.

Typical Sales Roles Filled

Betts specializes in recruiting for a wide range of sales roles, covering everything from entry-level positions to executive leadership. Their placements include:

• Entry to Mid-Level Roles: SDRs, Account Executives, Customer Success Managers, and Account Managers.
• Senior and Leadership Positions: Vice Presidents of Sales, Directors of Sales, Heads of Sales, and Enterprise Account Directors.
• Specialized Positions: Sales Development Managers, Business Development Managers, Sales Enablement Leaders, and Heads of Demand Generation.

This comprehensive scope allows companies to build entire sales teams, all through a single recruitment partner.

Industries and Company Sizes Served

Betts focuses exclusively on tech-driven industries, ensuring precise candidate matches in sectors such as:

• Artificial Intelligence
• Fintech
• HealthTech
• Cyber Security
• SaaS
• Climate Tech
• HR/Legal Tech
• EdTech

Their expertise extends across all company stages - from pre-seed startups to Series D and beyond - making them a valuable partner for businesses navigating rapid growth.

Key Strengths and Limitations

Betts' extensive network and the efficiency of their RaaS model make them a strong choice for companies with ongoing hiring needs. For example:

• Attentive: Using Betts' recruiter subscription, Attentive hired 10 SDRs in just nine months, achieving a 50% pitch-to-hire ratio. According to Madeleine Larsen, Recruiter at Attentive, "Betts' incredible network helped us find top talent and streamline the interview process".
• Harvey AI: Through the RaaS model, Harvey AI reduced their time-to-hire to one month. They evaluated over 150 candidates and hired 45 qualified individuals, enabling them to accelerate their sales team buildout and stay on track for Series C funding.

Best fit for: Tech companies at any stage of growth aiming to scale their GTM teams, startups seeking predictable hiring costs through the RaaS model, and businesses requiring expertise in tech sales roles.

3. Sales Talent Inc.

Sales Talent Inc. stands out with its data-driven approach to finding passive candidates. This B2B-focused agency has earned a stellar reputation, being a 6-time Best of Staffing award winner and ranked #1 globally on G2 for customer satisfaction.

By relying on seasoned sales recruiters, the firm identifies and vets top-tier sales professionals. Impressively, 89% of its 2024 hires were actively sourced from other companies, showcasing a strategy that consistently outperforms industry norms.

Recruitment Model

Sales Talent Inc. offers both contingent and retained search models, giving clients flexibility with fee structures. While typical sales staffing firms dedicate around 23 hours to a search, Sales Talent Inc. invests significantly more time - averaging 62 hours for contingent searches and over 80 hours for retained ones. This meticulous process includes a proprietary scorecard evaluating candidates on quota attainment, team ranking, and industry experience. The result? A success rate that’s 3.5 times higher than the industry average.

Typical Sales Roles Filled

The agency specializes in recruiting for a wide range of sales positions, including:

• Inside Sales (SDRs, BDRs, Sales Engineers)
• Outside Sales (Enterprise AEs, Territory Managers)
• Sales Leadership (CROs, VPs, Directors)

They also cater to roles like Customer Success Managers and Pre-Sales professionals.

Industries and Company Sizes Served

Sales Talent Inc. focuses exclusively on B2B companies, particularly those in technology-driven industries like SaaS, software, manufacturing, and B2B insurance. Their clients range from startup SaaS firms to large, established enterprises.

Key Strengths and Possible Limitations

The agency’s efficiency is evident in its average placement time of just 9.59 days. Additionally, their Net Promoter Score (NPS) of +91.48% far exceeds the industry average of +36%.

"Never have I worked with a sales recruiting firm so thorough, meticulous and precise as Sales Talent!"
– Donna Geva, VP Client Success, Gloat

"Sales Talent's analytical and systematic approach to recruiting brings a lot of credibility and comfort in me knowing that our needs are taken care of."
– Carmen Neighbors, Global HR, B2B Sector, Duracell

Their data-driven recruitment process delivers results nearly 9 times better than job boards. The firm also provides additional services like sales compensation consulting and benchmarking. However, they do not handle B2C or commission-only sales roles, which might limit their appeal for some businesses. Moreover, their thorough search process, while highly effective, can mean higher fees compared to less comprehensive agencies.

Best fit for: B2B technology companies looking for top-notch sales talent through a detailed, data-backed recruitment process. Ideal for organizations willing to invest in premium services and seeking long-term partnerships that deliver measurable results.

4. CulverCareers

With four decades of experience in recruiting sales leaders for medium-sized businesses, CulverCareers has built a reputation for excellence. The firm is a 13-time recipient of ClearlyRated's Best of Staffing Client award and boasts an impressive 4.9 out of 5 rating from 38 client reviews.

CulverCareers emphasizes long-term partnerships, working with well-known companies like Geico, Johnson & Johnson, Pearson, and Lexmark. Their recruitment strategy combines targeted searches with an extensive candidate network, ensuring they find professionals who align with both a company’s strategic objectives and its culture.

Recruitment Model

CulverCareers employs a traditional placement fee model enhanced by a data-driven approach. This method significantly shortens the hiring process, reducing time-to-hire by an impressive 83.3%. Their system is designed to efficiently fill a wide range of sales positions, from entry-level roles to executive leadership.

"We quickly build out winning teams for our clients. Our skilled recruiters are specialized in finding talent, from entry-level to c-level, for different sectors." - Timothy Culver, CEO of CulverCareers[24]

Typical Sales Roles Filled

The firm recruits for a broad spectrum of sales positions, including SDRs, account executives, Sales Managers, Directors, VPs, and CROs. They are particularly skilled in filling specialized roles within the software industry, such as Enterprise Software Sales Executives and Software Sales Directors.

Industries and Company Sizes Served

CulverCareers primarily works with medium-sized businesses across industries like Cloud/SaaS, big data, digital media, healthcare, and high-tech. Their client base ranges from high-growth companies to Fortune 500 organizations.

The firm has proven success in handling complex recruitment challenges. For example, they partnered with a UK-based access control company transitioning from a distribution sales model to a direct salesforce. Over two years, CulverCareers successfully placed 12 Regional Sales Managers across the U.S., helping the company establish a strong foothold in the access control and security market.

Key Strengths and Possible Limitations

CulverCareers’ strengths include a 20-year partnership with a leading networking hardware manufacturer, a top 1% ranking among North American Executive Search firms, and a consultative approach that extends to retention and wellness strategies. However, their focus on medium-sized businesses may not be the best fit for startups or very large enterprises[24].

Best fit for: Medium-sized companies in the technology, healthcare, and manufacturing sectors seeking a recruitment partner with proven expertise in building sales teams. CulverCareers is ideal for businesses looking for long-term partnerships and comprehensive talent acquisition strategies to drive sustained sales growth.

5. Rainmakers

Rainmakers is all about connecting businesses with top-performing sales professionals. This platform zeroes in on candidates with proven success, giving them the power to set their own hiring preferences and salary expectations. This candidate-first approach is the backbone of their efficient recruitment process.

Recruitment Model

Rainmakers leverages a sophisticated matching algorithm that reduces hiring time by 33%, all while maintaining high-quality matches. Their system boasts a candidate response rate of over 90%. By factoring in skills, experience, and alignment with company culture, the platform ensures that businesses find the right fit for their sales teams.

Typical Sales Roles Filled

From entry-level SDRs to senior roles like Sales Directors and VPs, Rainmakers covers a wide range of sales positions. They also cater to specialized roles, including Executive Account Executives, Mid-Market Account Executives, and Technical Sales Managers [25].

"Working with Rainmakers was an easy and seamless experience. I had an offer in hand in a little over a week and am flourishing in my new role."
– Matt Garcia, Account Executive [25]

Industries and Company Sizes Served

Rainmakers focuses on B2B tech companies, especially those in Silicon Valley and other West Coast markets. Their clients range from fast-growing startups to well-established tech firms, with a strong presence in the health tech sector.

Key Strengths and Possible Limitations

Rainmakers stands out for its dedication to sourcing top-tier sales talent with a history of success. This exclusive focus ensures companies connect with candidates who can deliver measurable results.

That said, their emphasis on specific geographic regions and experienced candidates may not suit businesses outside these areas or those looking for entry-level talent without extensive experience.

Best fit for: B2B tech companies in competitive markets, particularly those on the West Coast, seeking high-performing sales professionals to drive growth. Rainmakers is ideal for businesses that prioritize quality hires and are ready to invest in proven talent.

6. Treeline

Since 2001, Treeline has been helping companies build high-performing sales teams by combining over two decades of industry experience with AI-powered hiring tools. Their tech-driven approach reflects the growing trend in 2025 toward faster, more efficient recruitment processes.

Recruitment Model

Treeline operates under two distinct models to meet varying client needs:

• Contingency Model: This performance-based fee structure is perfect for senior-level roles like CROs, Sales Managers, Enterprise Sales professionals, RevOps specialists, Sales Engineers, and Customer Success leaders.
• Sourcing as a Service: Using proprietary AI, this model delivers pre-vetted candidates for industries such as SaaS, healthcare, fintech, and manufacturing.

"With AI, we're not just speeding up hiring - we're transforming it. Our clients can't afford delays or mismatches. Our technology eliminates wasted cycles and ensures every candidate we present is role-ready and performance-validated."

• Dan Fantasia, CEO of Treeline Inc.

This dual approach allows Treeline to provide comprehensive solutions tailored to a wide range of sales roles.

Typical Sales Roles Filled

Treeline covers a broad spectrum of sales positions, from entry-level roles like SDRs, AEs, and Territory Managers to executive-level positions such as VPs and CROs. They also recruit for specialized roles, including Sales Engineering, Customer Success, and RevOps.

Industries and Company Sizes Served

Treeline’s platform is designed to handle complex hiring needs across industries like software, healthcare, technology, and manufacturing. They work with companies of all sizes, from emerging startups to established enterprises.

In May 2025, Treeline partnered with Binalyze, a global leader in enterprise forensics and incident response, to deliver top-tier sales candidates aligned with the company’s expansion goals.

"Partnering with Treeline has been a game-changer for our recruitment efforts. The candidates presented have not only met but exceeded our expectations in terms of quality and potential to drive growth. We've seen a measurable improvement in the caliber of talent we're able to bring into the organization, and I highly recommend Treeline to others. Their ability to consistently deliver top-tier talent is top notch!"

• Rudy Ricci, Vice President of Sales, Binalyze

Key Strengths and Possible Limitations

Treeline’s strengths lie in its impressive 97% success rate and its extensive candidate database of over 200,000 professionals. Their proprietary technology, known as "The Treeline Resume", ensures qualified candidates are identified within three days. Their evaluation process is thorough, using detailed scorecards to assess factors like compensation expectations, sales cycle expertise, deal sizes, and quota achievements. This focus on cultural alignment and long-term growth potential sets them apart from agencies that prioritize speed over quality.

However, their "Sourcing as a Service" model may not be the most budget-friendly option for very early-stage startups or companies with tight recruiting budgets.

Best fit for: Mid-market to enterprise-level companies in industries like technology, healthcare, and manufacturing that need proven sales talent quickly and prioritize cultural fit and long-term success over simply filling vacancies.

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7. Michael Page

Established in 1976 in London, Michael Page brings nearly five decades of recruitment expertise to the table. With offices in 36 countries and access to a talent pool of 16 million individuals, the agency blends a global presence with industry-specific insights. This combination allows them to offer a highly tailored approach to recruitment, making them a standout choice for sales hiring.

Recruitment Model

Michael Page follows a traditional contingency fee structure, offering customized quotes based on the unique needs of each client. For executive searches, they charge a 35% retainer based on the first-year compensation.

Their services include permanent placements, temporary staffing, and executive search solutions. Using a consultative approach, they take the time to understand business objectives, provide market insights, and deliver recruitment strategies designed to meet specific hiring goals.

Typical Sales Roles Filled

Michael Page recruits for a wide range of sales positions, covering all levels of experience - from entry-level to executive. Some of the roles they commonly fill include business development representatives, account executives, territory managers, sales managers, regional directors, and vice presidents of sales.

Their detailed, consultative process ensures that candidates are thoroughly vetted for skills, experience, and alignment with the hiring company's culture and specific job requirements.

Industries and Company Sizes Served

Michael Page works across 13 core industries, with a strong emphasis on sales roles. Their expertise spans sectors such as banking and financial services, construction, engineering and manufacturing, finance and accounting, healthcare and life sciences, IT, legal, marketing, and renewable energy.

In their engineering and manufacturing division alone, they cater to diverse sub-sectors like automotive, aerospace, chemical manufacturing, consumer goods, electronics, food and beverage, medical devices, and plastics and packaging. This level of specialization enables them to address the unique sales challenges and demands of each industry they serve.

Key Strengths and Possible Limitations

Michael Page's global network and deep industry expertise are among its standout qualities. With over 150 offices spread across North America, Latin America, Europe, Africa, the Middle East, and Asia Pacific, they are well-positioned to source talent on both a local and international scale. Their accolades, such as being named the Most Socially Engaged Staffing Agency by LinkedIn and ranking #29 on Forbes Magazine's America's Best Professional Recruiting Firms list for 2024, further highlight their credibility.

Additionally, the firm offers guidance on Environmental, Social, and Governance (ESG) as well as Diversity, Equity, and Inclusion (DEI) initiatives, helping companies align their hiring strategies with broader organizational values.

On the downside, their traditional fee model may not suit fast-growing startups looking for more budget-friendly options. The lack of upfront pricing transparency can also make it time-consuming for companies to gauge the total cost of their services.

Best fit for: Mid-sized to large companies seeking seasoned sales professionals across global markets. Particularly ideal for businesses in specialized sectors like manufacturing, healthcare, or financial services, where industry-specific knowledge is crucial for identifying top talent.

8. Korn Ferry

Korn Ferry is an executive recruitment powerhouse, partnering with 96% of Fortune's top 50 companies and specializing in senior-level sales roles.

What sets Korn Ferry apart is its focus on aligning sales talent with a company’s strategic goals. They don’t just place candidates - they ensure these hires contribute to broader business objectives. This commitment is reflected in their personalized and strategic recruitment process.

"Korn Ferry's sales recruiters know that sales transformation starts with your people. We help you find the best sales talent so you can close the gap between potential and performance." - Korn Ferry

Recruitment Model

As a retained executive search firm, Korn Ferry concentrates on senior-level positions with a premium pricing structure. Their fees are set at 33% of the candidate’s first-year cash compensation (minimum $80,000), split into three installments, with up to 12% in administrative costs. While their services are on the higher end of the market, they back their placements with a 12-month guarantee. If a candidate is terminated for performance-related reasons within the first year, Korn Ferry conducts a new search at no additional professional cost. This model emphasizes quality over quantity, making them a go-to choice for executive-level hiring.

Typical Sales Roles Filled

Korn Ferry covers a wide range of sales leadership roles, from front-line sellers to top-tier executives. Common placements include VP of Sales, Chief Revenue Officers, Regional Sales Directors, National Sales Managers, and Senior Account Executives. Their rigorous assessments ensure candidates are eight times more likely to earn promotions within three years.

Industries and Company Sizes Served

With expertise spanning over 50 industries, Korn Ferry works across sectors like aerospace & defense, automotive, healthcare, life sciences, technology, financial services, manufacturing, and software. Their clients are primarily Fortune 500 companies and large enterprises tackling complex sales challenges, market expansions, or leadership transitions. Korn Ferry excels at finding seasoned executives who can navigate these high-stakes scenarios.

Key Strengths and Possible Limitations

Korn Ferry’s global network and deep understanding of enterprise-level dynamics make them a trusted partner for high-stakes executive searches. Their strong relationships with Fortune 500 companies and thorough candidate assessments provide confidence in long-term results. The added 12-month guarantee further underscores their commitment to delivering impactful hires.

However, their premium pricing can be a barrier for startups and mid-sized businesses. With a minimum fee of $80,000, their services may exceed the recruiting budgets of smaller organizations. Additionally, their focus on senior-level roles makes them less suitable for companies needing entry-level or mid-level sales hires.

Best fit for: Large enterprises and Fortune 500 companies seeking top-tier sales executives, such as C-level leaders or VPs of Sales. Ideal for businesses undergoing significant sales transformations, market expansions, or leadership restructuring, where the right hire can drive meaningful growth.

9. Upwork Talent Marketplace

Upwork is a platform that connects businesses with freelance sales professionals, offering a flexible alternative to hiring full-time employees. It caters to a wide range of clients, from startups to large corporations, and features talent from over 180 countries.

"The most productive freelancing site that I feel comfortable with for building revenues, billing, reviews and creating a freelancing future." – William T Cooper, Marketing and Sales Strategist

Recruitment Model

Upwork follows a project-based pricing structure without upfront placement fees, charging a service fee of 0–15% on new contracts. Businesses can post job descriptions to attract proposals from freelancers or directly invite candidates by browsing profiles. The platform uses a "Connects" system, where freelancers pay $0.15 per Connect to submit proposals, ensuring only serious applicants participate. Additionally, the Project Catalog feature allows freelancers to offer pre-packaged services at fixed prices.

Freelance sales professionals on Upwork typically earn between $10 and $20 per hour, making it an affordable option for businesses on tight budgets or those experimenting with new sales strategies. This model works particularly well for roles that demand flexibility and quick adaptability.

Typical Sales Roles Filled

Upwork is best suited for filling part-time and project-based sales roles rather than senior-level positions. Freelancers on the platform often focus on tasks such as lead generation, inside and outside sales, and client outreach. This makes it an excellent choice for businesses looking to boost their lead pipeline, close deals, or nurture client relationships. With an average rating of 4.6 out of 5 stars based on over 15,000 reviews, the platform demonstrates strong client satisfaction with its sales talent.

Industries and Company Sizes Served

Upwork's flexibility makes it a great fit for startups, small businesses, and companies exploring new markets. It’s particularly appealing to organizations that need sales support without committing to full-time hires. In 2023, 38% of the U.S. workforce - 64 million people - were freelancing, providing businesses with access to a growing pool of experienced professionals who favor flexible work arrangements. This is especially useful for companies launching seasonal campaigns or expanding into new regions.

Key Strengths and Possible Limitations

Upwork stands out for its affordability and adaptability. Businesses can scale their sales efforts up or down as needed without long-term commitments. The platform also offers access to a large pool of skilled professionals, with over a third of U.S. freelancers earning $50 or more per hour.

"Upwork has a wider breadth of high-paying clients than any other freelance platform I've tried." – Evan Fisher, Pitch Deck Expert

That said, there are some challenges. Since Upwork is primarily remote, it may not work well for companies requiring in-person sales activities. Building trust and relationships with freelancers can take time, and newer freelancers might lack an established track record, requiring businesses to invest extra effort in vetting. Additionally, coordinating with freelancers across different time zones can sometimes pose communication hurdles.

Best fit for: Small and medium-sized businesses seeking flexible sales support, organizations testing new markets or products, and companies needing specialized skills for short-term projects - all without the costs of traditional recruitment.

10. Robert Half

Robert Half is a well-known global talent solutions firm, offering recruitment services across various industries, with a strong emphasis on sales roles.

The company provides end-to-end hiring solutions, covering everything from entry-level sales positions to senior leadership roles. Their team of experienced recruiters offers valuable insights to ensure successful placements.

"Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training."

• Robert Half

Recruitment Model

Robert Half follows a traditional placement fee structure, with distinct pricing for temporary and permanent hires. For temporary roles, they charge 70–75% on top of the worker's hourly wage. For permanent placements, the fee is a one-time charge of 30–35% of the candidate's first-year salary.

These rates are higher compared to many competitors, who typically charge around 50% for temporary hires and 20–30% for permanent placements. While the premium pricing reflects the firm's established reputation and extensive services, it may not be ideal for companies with tighter budgets. This fee-based model stands apart from the subscription-based alternatives offered by some newer agencies.

In addition to recruitment, Robert Half also provides consulting services in HR, IT, legal, and operations, further diversifying its offerings.

Typical Sales Roles Filled

The firm recruits for a wide array of sales positions, ranging from entry-level to senior leadership roles. Common positions include:

• Entry-level roles: Sales Assistants, Inside Sales Representatives, Sales Support Pricing Coordinators, Business Development Representatives.
• Mid-to-senior roles: Sales Managers, Sales Account Managers, Regional Account Sales Managers, Sales Directors, and Senior Inside Sales Specialists.
• Specialized roles: Sales/Project Managers, which combine sales expertise with project management skills.

This extensive range makes Robert Half a go-to partner for companies looking to fill multiple sales positions or build entire teams.

Industries and Company Sizes Served

Robert Half's expertise spans multiple industries, and its global presence makes it a strong choice for mid-sized to large corporations. These businesses often benefit from the firm’s established recruitment processes and ability to handle long-term, permanent placements. However, the premium pricing model may be better suited to companies with larger recruitment budgets.

Key Strengths and Possible Limitations

One of Robert Half's standout features is its comprehensive approach to talent acquisition. The firm offers candidates access to over 70,000 training options, ensuring new hires are well-equipped for their roles. Recruiters also act as personal advocates, assisting candidates with interview preparation and salary negotiations. Additionally, resources like the annual Salary Guide provide valuable market insights.

That said, the premium pricing may be a barrier for smaller businesses. Reviews of the firm are mixed, with ratings ranging from 2/5 on Trustpilot to 3.8/5 on Glassdoor.

Best fit for: Mid-sized to large companies with ample recruitment budgets that need full-service talent acquisition for permanent sales roles across various levels and specialties.

Agency Comparison Chart

This chart provides a side-by-side look at recruitment agencies, detailing their models, fees, key roles they fill, and the scenarios they’re best suited for.

Agency	Recruitment Model	Typical Fee Structure	Sales Roles Filled	Best Fit For
Remotely Talents	Subscription (RaaS)	$1,000–$1,450/month	SDRs, AEs, BDRs, Sales Managers	Companies hiring remote talent globally with steady costs
Betts Recruiting	Multiple models: RaaS, Contingency, Executive Search	Subscription or 20–25% placement fee	Tech sales roles, SDRs to VP Sales	Tech companies needing flexible hiring options
Sales Talent Inc.	Contingent & Retained	Standard placement fees	All sales levels; specializes in B2B	Businesses looking for dedicated, in-depth searches
CulverCareers	Targeted search	Traditional placement model	Various sales positions	Companies needing fast, targeted recruitment
Rainmakers	Candidate-controlled bidding	Companies bid on candidates	SDRs, AEs, CSMs, Sales Directors	Tech companies after top-performing sales talent
Treeline	Executive search	Retained search fees	Senior sales leadership	Organizations hiring for C-level and VP roles
Michael Page	Contingency & Retained	15–25% placement fee	Mid to senior sales roles	Established firms with international hiring needs
Korn Ferry	Executive search & consulting	Premium retained fees	Sales leaders across industries	Large corporations hiring senior executives
Upwork Talent Marketplace	Freelance platform	Hourly rates + platform fees	Contract sales roles	Companies needing project-based or temporary sales support
Robert Half	Traditional placement	30–35% for permanent, 70–75% markup for temporary	Entry-level to senior sales	Mid-to-large companies with bigger recruitment budgets

Below, we explore key differences in recruitment approaches, cost structures, and industry focus to help clarify each agency's strengths.

Key Recruitment Model Differences

Agencies typically offer either subscription-based models or traditional placement fees. Subscription models, like those from Remotely Talents and Betts Recruiting, provide predictable costs and unlimited hires. In contrast, traditional placement fees range between 15–35% and are tied to successful hires. For example, Sales Talent Inc. offers both contingent searches, which average 62 hours of work, and retained searches requiring over 80 hours of effort.

Industry Specialization and Success Rates

Each agency shines in its niche. Rainmakers, for instance, specializes in connecting tech companies with top-performing sales professionals, from SDRs earning $50,000 annually to senior roles exceeding $500,000. Meanwhile, Sales Talent Inc. boasts a Net Promoter Score of +91.48%, far surpassing the industry average of +36%.

Cost Considerations and Flexibility

The cost structures vary widely. Subscription services like Betts Recruiting’s RaaS model offer unlimited hires with full recruiter support, making it an appealing choice for companies aiming to streamline their hiring processes. On the other hand, traditional agencies like Robert Half charge premium fees, with permanent placements costing 30–35% of a hire’s salary and temporary roles marked up by 70–75%.

Remote-Readiness and Global Reach

As remote work continues to grow, agencies like Remotely Talents stand out for their focus on global, remote-first hiring strategies. Established firms such as Korn Ferry and Michael Page leverage their international networks for cross-border placements, catering to companies with global needs.

Performance Metrics and Client Satisfaction

Performance metrics reveal valuable insights. For example, Rainmakers boasts a perfect 5.0 Google rating, while Korn Ferry's reviews are more mixed, with a 4.7 Google rating and a 3.4 on Glassdoor. Specialized agencies often excel thanks to their tailored talent pools and rigorous screening processes, which are critical given the high costs of unfilled sales roles - up to $20,000 per week.

Conclusion

Choosing the right sales recruitment agency can make or break your hiring success. With the average cost of a bad sales hire reaching a staggering $1,352,500, it’s crucial to evaluate agencies based on cost structure, industry expertise, hiring volume, and remote placement capabilities.

Let’s start with cost structure. Your hiring frequency should guide your choice. For occasional hires, traditional placement fees (usually 15–25% of the hire’s annual salary) might be a good fit. However, if you’re hiring frequently, subscription models like Remotely Talents’ plans - priced at $1,000–$1,450 per month - can save you 30–50%. As Anna Didus from Talentuch puts it:

"Our clients no longer have to choose between overspending on agencies or committing to expensive in-house teams. With a subscription model, recruitment becomes a service you use when you need it".

Next, industry specialization is key. Agencies with deep knowledge of your sector - whether it’s Enterprise SaaS, FinTech, or HealthTech - are better equipped to find candidates who not only fit your company but also understand your market’s unique challenges and sales processes.

Your hiring volume also plays a role. If you’re planning to make 4–6 hires a year, subscription services may offer the best value and flexibility. On the other hand, companies with occasional hiring needs might find traditional contingency models more practical.

Finally, remote hiring capabilities are increasingly important as distributed teams become the norm. Look for agencies experienced in recruiting for remote sales roles, familiar with tools like Salesforce and HubSpot, and skilled at identifying self-motivated candidates who excel independently. Companies that adopt structured, ongoing recruitment strategies fill roles 30% faster and see 20% higher employee retention compared to reactive hiring approaches.

For rapidly scaling teams, subscription models are particularly effective. They provide predictable costs, ongoing support, and a focus on long-term relationships, which often lead to better candidate matches. This approach eliminates high per-hire fees and aligns with the evolving needs of modern sales recruitment.

As remote work continues to reshape the hiring landscape, agencies with global reach, transparent pricing, and expertise in remote placements can be invaluable partners. Whether you need a traditional firm for executive-level searches or a subscription-based service for consistent hiring, prioritize agencies with a proven track record, clear communication, and alignment with your company’s values and goals.

FAQs

What are the key differences between subscription-based recruitment models and traditional placement fees?

Subscription-based recruitment models offer a predictable and often more budget-friendly alternative to the traditional placement fee structure. Instead of paying 15% to 25% of a candidate's first-year salary for each hire, businesses pay a fixed monthly fee. This approach can lead to savings of 30% to 50% on recruitment costs.

Beyond saving money, these models also offer flexibility. Companies can adjust their hiring efforts - scaling up or down - based on current needs, without facing hefty fees for every new hire. This makes subscription-based recruitment especially appealing for rapidly growing companies or those with changing hiring demands. It’s a modern solution that aligns with today’s dynamic hiring challenges by combining affordability with flexibility.

What should I look for in a sales recruitment agency when hiring for remote roles?

When choosing a sales recruitment agency for remote positions, it’s crucial to evaluate their experience with remote hiring, candidate screening methods, and pricing structure. Agencies that specialize in remote roles should have a proven track record of finding candidates with key traits like self-motivation, strong digital communication skills, and the ability to thrive in remote work settings.

Also, take a close look at their recruitment model - whether they charge placement fees, offer subscription-based services, or work on hourly rates. Make sure their pricing fits your budget and hiring goals. Clear communication and upfront pricing are vital for creating a smooth and productive partnership.

How does an industry-specialized recruitment agency improve the quality of sales candidates they provide?

An industry-focused recruitment agency enhances the quality of sales hires by tapping into a deep understanding of the specific skills, experience, and personality traits required for success in that field. Take technology sales, for instance - an agency specializing in this area knows the ins and outs of roles like SaaS Account Executives or Sales Engineers. This expertise means they can pinpoint top-tier candidates with the right qualifications and mindset much faster.

These agencies also come with well-established industry networks, giving them access to a more targeted and qualified talent pool. As a result, they can connect employers with candidates who are not only highly skilled but also a better fit for the company's goals, streamlining the hiring process and delivering stronger results.

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