We hire the team that takes the motion forward — from BDR to CRO. Every search led by a partner who has carried the bag. Operator support available through landing for leadership placements.
Roughly $90K paid to a sales hire before they close their first deal — and average annual sales turnover sits at 35%. The wrong hire is the most expensive line item on the org chart.
When the diagnosis says you need a permanent leader — or when a Command engagement reveals the right time for one — we run the search.
We run sales and revenue search at every level. The captains: CRO, CCO, VP Sales, Head of Growth. The lieutenants: senior account executives, sales engineers, customer success leaders, RevOps. The crew that takes a function from new to working: BDR teams, CS orgs, full-function builds.
Every Crew engagement is led by a senior partner who has carried the bag. Every candidate is operator-vetted — meaning we've actually done the job we're hiring for, and we know what good looks like. For leadership placements, operator support through landing can be added or bundled into the engagement: coaching for the placed leader, transition support for the founder, joint sessions through the hardest stretch.
It's the part most search firms don't do. We do, when it's called for.
A hire alone doesn't hold. The motion holds.
From the BDR who books the first meeting to the CRO who owns the number — sales and revenue talent at every level the leap requires.
The full commercial owner. Sales, marketing alignment, customer success, RevOps. Most often a founder's first sales leadership hire. The captain.
Strategic commercial owner with deeper involvement in pricing, packaging, partnerships. For companies where commercial strategy is as much the job as commercial execution.
The sales-only leader. Right when marketing and CS already have leadership, or when the founder isn't ready to hand off the full revenue function.
The cross-functional growth owner — typically pulling marketing, RevOps, and product growth together. For companies where the GTM motion needs an integrator more than a sales leader.
Quota-carrying enterprise and mid-market sellers. The first three sales hires after a VP Sales is in seat — sourced and vetted by operators who know the difference.
The technical specialists who close the deals AEs can't close alone. Critical for complex products, technical buyers, and any motion where the demo is the deciding moment.
The leader who owns retention and expansion. For SaaS and recurring-revenue businesses where the second year matters more than the first.
The operator who turns a forecast into a system. Pipeline hygiene, comp plan execution, sales analytics. The role most companies hire too late.
Build the outbound function from scratch. Hire 3–6 BDRs, build the playbook, set comp and quotas, run the first 90 days of ramp.
Build the entire commercial function from zero — the leader, the AEs, the SDRs, the CS team. For founder-led companies who've been carrying revenue alone and need a working organization, fast.
Most firms move on after the placement. We stay through the part where the hire has to land.
Crew is the engagement many founders find us through. It's not always where we end up.
A short note about the role, the moment, and what you've already tried. We'll come back with whether we're the right firm to run it, and how we'd run it if we are.
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