Best Sales Recruitment Agencies for Distributed Teams (2026)

Hiring for remote sales roles in 2026 is challenging, with top talent like Account Executives and SDRs in high demand. Delays in filling these roles can cost businesses up to $60,000 per week in lost pipeline, and a poor hiring partner can make matters worse. This guide highlights the top sales recruitment agencies for distributed teams, comparing their strengths, pricing models, and regional expertise.

Key Takeaways:

• Remotely Talents: Subscription-based pricing ($1,000–$1,450/month), 4–6 week hiring timeline, strong in Europe, Latin America, and North America.
• Peak Sales Recruiting: Specialized in B2B closers and sales leaders, 18-day average hiring time, contingency model (20–30% of first-year salary).
• Betts Recruiting: Focused on tech sales roles, uses a tech-driven platform for candidate matching, pricing varies.
• Sales Talent Inc.: Boutique agency for mid-to-senior roles, 3–4 week hiring timeline, contingency fees (20–25%).
• Korn Ferry: Executive search firm for senior leadership roles, retained/hybrid model, global reach but slower hiring process.

Quick Comparison:

Each agency serves different hiring needs:

• Startups can benefit from Remotely Talents’ predictable subscription model.
• Mid-market companies may prefer Peak Sales Recruiting’s speed and focus on closers.
• Tech companies scaling revenue teams should consider Betts Recruiting’s tech-driven matching.
• Executive searches are best handled by Korn Ferry.

Choose the agency that aligns with your budget, hiring speed, and role requirements.

1. Remotely Talents

Remotely Talents offers a subscription-based hiring model tailored for startups and eCommerce businesses building distributed sales teams. Instead of the traditional agency fee of 20%–30% of a candidate's first-year salary, they provide a flat monthly rate. Pricing starts at $1,000 per month with a 12-month commitment (Partner Plan) or $1,450 per month with no long-term commitment (On-Demand Plan) ^[3]. This straightforward pricing approach makes it easier for lean teams to plan budgets, especially when hiring for multiple roles throughout the year.

Role Fit

The agency specializes in remote-first positions across Marketing & eCommerce, IT/Data/Engineering, Operations, Finance & Accounting, and Business Development & Sales. For companies building distributed sales teams, this includes access to pre-vetted professionals such as SDRs, Account Executives, RevOps specialists, and Customer Success Managers.

Their database features over 10,000 candidates, and they’ve successfully placed talent for 250+ companies over the past 10 years. With senior recruiters based in Europe and Latin America, they bring a deep understanding of cross-border hiring challenges and opportunities.

To meet diverse recruiting needs, Remotely Talents also provides flexible hiring options.

Hiring Model

Remotely Talents offers two main plans:

• On-Demand Plan: $1,450/month per open role, no long-term commitment, and a 90-day replacement guarantee.
• Partner Plan: $1,000/month for a 12-month commitment, allowing one active project at a time (additional projects can be added for $1,000/month each).

Both plans include a dedicated senior recruiter and account manager, Slack communication, and weekly progress updates. For companies that prefer to handle hiring themselves, there’s a Self-Service option for a one-time fee of $299, which promotes job openings to their extensive candidate network.

Time-to-Hire

Efficiency is a key focus, with hires completed in 4–6 weeks, compared to the industry average of 44 days ^[2][4]. Within just two weeks, companies receive 3–4 qualified candidates, helping them secure top talent faster ^[2][4].

Regional Strength

Remotely Talents excels at sourcing candidates from Europe, Latin America, and North America, making it a strong choice for companies that need U.S. time zone overlap or cost-effective hires in these regions. Their expertise extends to navigating compliance, payroll, and cultural-fit considerations - common challenges for businesses hiring globally for the first time.

With its tailored plans and international focus, Remotely Talents stands out as a reliable partner for building high-performing distributed sales teams.

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2. Peak Sales Recruiting

Peak Sales Recruiting specializes in finding top-tier B2B sales talent, focusing on candidates ranked in the top 10% of sales performers ^[5]. For revenue leaders who need to hire across different time zones, Peak offers a fast and efficient process that prioritizes both speed and quality. Their approach relies on scientific assessments to identify high-performing revenue generators, ensuring that only the best candidates make it through. This makes them an excellent choice for companies committed to hiring proven sales professionals and willing to invest in premium talent.

Role Fit

This agency concentrates exclusively on B2B sales roles, such as Account Executives, Sales Directors, and VP of Sales - positions where closing large deals and achieving high win rates are essential. With over 5,000 companies served and $1.2 billion in incremental revenue reportedly generated through their placements ^[5], Peak has a proven track record. However, businesses looking to fill roles like SDRs or RevOps may find that Peak's niche focus doesn't align with their hiring needs.

Hiring Model

Peak offers both contingency and retained hiring models, which are standard for specialized sales recruitment firms. Although their pricing isn't publicly disclosed, the typical industry range for this level of service falls between 20% and 30% of the candidate's first-year compensation ^[2]. Their model works best for companies with established sales frameworks and the budget to secure top-level talent. With a 96% success rate, their rigorously vetted candidate pool ensures quality hires ^[5].

Time-to-Hire and Regional Strength

By leveraging a pre-assessed talent pool, Peak reduces time-to-hire by 80% ^[5]. Their reach extends across 200 local markets worldwide, making them well-suited to support distributed teams operating in multiple regions. Up next, we’ll explore another top recruitment partner for distributed sales teams.

3. Betts Recruiting

If you're a tech-focused company looking for remote revenue specialists, Betts Recruiting has been a go-to since 2009 ^[1]. Their platform, Betts Connect, is a powerful tool that matches over 20,000 candidates based on key metrics like quota attainment and average deal sizes ^[6]. This tech-driven process ensures fast placements while maintaining a high standard of quality.

Role Fit

Betts Recruiting covers the entire revenue-generating spectrum for tech companies. Whether you’re hiring entry-level SDRs and BDRs or filling senior roles like Account Executives, Sales Managers, or even VPs of Sales and Chief Revenue Officers, Betts has you covered ^[1][6]. They also extend their expertise to marketing and customer success roles, making them a great choice for scaling tech companies that need to build out multiple layers of their revenue teams simultaneously.

However, for businesses outside the tech industry or those hiring for non-revenue roles, Betts’ specialized network may not be the best fit.

Hiring Model

Betts operates on either a contingency or retained basis, with fees typically falling between 20% and 30% of the candidate's first-year compensation ^[2]. What sets them apart is their Betts Connect platform, which automates much of the candidate-matching process. By filtering candidates based on specific KPIs, such as quota attainment, the platform reduces reliance on manual sourcing ^[6]. This tech-first approach has been shown to improve hiring success rates by up to 30% compared to generalist staffing firms ^[1].

For best results, hiring managers should come prepared with clear data on metrics like required quota attainment and deal sizes, as these are central to Betts’ matching algorithm. This model not only shortens the time-to-hire but can also lower recruitment costs compared to traditional methods.

Time-to-Hire and Regional Strength

In a competitive market where top sales candidates are often off the table within 10 days - even though the average hiring time for sales roles is 44 days - Betts stands out ^[4]. Their pre-assessed talent pool and tech-enabled processes allow them to deliver hires in just days, not weeks, all while maintaining a strong presence across North America ^[1][2][4]. For companies building distributed sales teams, Betts offers a streamlined and effective solution.

4. Sales Talent Inc.

Sales Talent Inc. operates as a boutique recruitment firm, offering a tailored approach and focusing on niche markets. However, its ability to support distributed teams remains less documented. Boutique agencies like this often emphasize personalized service and cater to specific segments.

Role Fit

These firms are known for their expertise in filling mid-to-senior sales positions, such as Account Executives, Sales Managers, and VP-level roles. They excel at conducting highly customized searches but may face challenges when tasked with high-volume hiring, like building an entire SDR team. This specialized approach can also influence the pace at which top candidates are secured.

Time-to-Hire

On average, the industry standard for filling sales roles is 44 days ^[4]. However, the best candidates typically remain on the market for just 10 days ^[4]. Boutique agencies may find it difficult to consistently meet these tight timelines, particularly if they lack experience with remote hiring processes or navigating global compliance for distributed teams. These factors can further extend the hiring timeline for remote or international roles.

Regional Strength

Boutique firms often develop strong networks within specific regions, but this localized focus can create challenges when recruiting for distributed teams. Without established candidate pipelines in key markets like North America, Latin America, and Europe, onboarding times can stretch longer. For distributed teams, ensuring access to talent across multiple regions is critical to avoid delays and compliance hurdles.

5. Korn Ferry

Korn Ferry is a global executive search firm focused on senior-level sales leadership roles. Backed by the expertise of the Lucas Group, the firm excels in placing C-suite executives and other strategic revenue leaders. Unlike firms that handle bulk hiring or entry-level roles, Korn Ferry prioritizes placements that shape long-term revenue strategies over filling immediate pipeline gaps.

Role Fit

Korn Ferry specializes in roles like Vice President of Sales, Chief Revenue Officer (CRO), and Senior Director of Sales ^[2]. Their structured leadership assessment process makes them a strong choice for companies seeking executives to drive strategic growth. However, they are not ideal for businesses looking to quickly scale SDR teams or hire multiple Account Executives for distributed teams. This focus on high-impact leadership roles should align with your organization's strategic goals, hiring budget, and timeline expectations.

Hiring Model

Korn Ferry employs a retained or hybrid executive search model ^[2]. Their fees typically fall between 20% and 30% of the candidate's first-year compensation, reflecting the premium nature of executive recruitment ^[2]. This pricing model is generally better suited for mid-market and enterprise organizations, rather than startups operating with tight budgets.

Time-to-Hire

Although Korn Ferry doesn't publicly share its average time-to-hire, the industry standard for sales roles is about 44 days ^[4]. Executive searches often take longer due to the thorough vetting process. With top candidates usually available for just 10 days ^[4], this extended timeline could pose challenges for companies needing quick placements. However, their methodical approach ensures a robust search, complemented by their international reach.

Regional Strength

As a global leader in executive search ^[2], Korn Ferry offers access to senior sales talent worldwide, making it a solid choice for companies seeking C-suite leaders with international expertise. That said, their focus on executive roles means they may not be the best fit for businesses needing to build distributed teams at the mid-level or entry-level. This distinct approach sets Korn Ferry apart in the competitive field of sales recruitment.

Agency Comparison: Strengths and Weaknesses

When choosing a sales recruitment partner, it's essential to weigh factors like role fit, pricing, speed, and regional reach. The table below outlines the strengths and limitations of five agencies featured in this guide, helping you pinpoint the right match for your hiring needs.

The table highlights key metrics, but understanding the context behind these numbers is equally important. Here's how these agencies differ based on budget, hiring speed, and geographic focus.

Remotely Talents stands out for its speed among subscription-based models, delivering pre-vetted candidates in just a few days ^[3]. On the other hand, Korn Ferry takes longer due to its focus on senior leadership roles, which require more extensive vetting.

For startups, Remotely Talents’ flat monthly rate simplifies budgeting, especially when hiring for multiple positions ^[3]. Peak Sales Recruiting and Sales Talent Inc., both using contingency models, charge 20–30% of the candidate's first-year salary ^[2][3]. Meanwhile, Korn Ferry employs a retained or hybrid model, catering to executive-level searches but potentially exceeding the budgets of smaller companies ^[2].

"Top-performing sales professionals rarely apply to job postings. Sales recruiting firms use targeted outreach and vetting to identify proven closers." - Marshall Scabet, Founder and CEO, Precision Sales Recruiting ^[2]

Regional expertise is another critical factor. Remotely Talents focuses on Europe, Latin America, and North America, offering time-zone alignment and cost advantages for U.S.-based companies seeking nearshore talent ^[3]. Korn Ferry, with its global presence, is better suited for executive searches rather than building distributed teams ^[2]. Peak Sales Recruiting and Sales Talent Inc. are concentrated in the U.S., while Betts Recruiting focuses on domestic tech hubs.

These details provide a clearer picture of how each agency aligns with different hiring needs, particularly for remote sales roles.

Conclusion

Your hiring objectives, budget, and geographic focus are key factors in selecting the right sales recruitment partner.

For startups building their first distributed sales teams, Remotely Talents offers a subscription model that delivers predictable costs and eliminates surprise placement fees. With an average hiring timeline of 4–6 weeks, they cater to companies across Europe, Latin America, and North America^[3]. SMBs hiring 4–6 sales roles annually can benefit from the Partner Plan, which provides considerable savings compared to traditional contingency fees of 20–30% of a candidate's salary.

When it comes to mid-market companies, especially those filling U.S.-based B2B closer roles, specialized agencies are a strong choice. They boast an average time-to-hire of 18 days and a 94% retention rate over 12 months^[2]. For executive-level searches, a retained or hybrid model is ideal, ensuring thorough vetting and a tailored approach.

For businesses hiring across multiple regions, Remotely Talents simplifies the process with transparent pricing, a 90-day replacement guarantee, and senior recruiters skilled in remote-first sales hiring^[3].

Ready to begin? Start with just one role. Schedule a consultation with Remotely Talents and receive 3–4 pre-vetted candidates in just two weeks - no placement fees, no long-term commitments.

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