I run search for sales organisations hiring into Germany, Austria, Switzerland and the wider EMEA market — from SDR and BDR through Account Executive and Channel Sales up to Head of Sales and Country Manager. Fifteen years selling in these markets myself, so I screen the way a sales leader would, not from a job spec.
A generalist recruiter sends you CVs. It takes someone who has sold in the market to tell you whether the person on the call can actually open a German enterprise account, hold a channel partner to a number, or run a first meeting in the language the buyer thinks in. I screen for that, because I did it.
The second failure is the brief itself. Half the searches that stall were mis-specified before the first approach went out — the band was wrong, the territory was wrong, or the seniority didn't match the money. I pressure-test the brief before I go to market, and I tell you when the two don't add up.
Sectors: B2B SaaS, UC & collaboration, industrial and environmental technology, fintech, business services.
Each one is the same screening discipline at a different depth. Which one fits depends on the seniority of the seat and how many of them you are filling.
Named search for individual contributor seats — SDR, BDR, Account Executive, Channel Account Manager, BDM. Market-mapped, screened against the commercial requirement, presented with a written assessment rather than a forwarded CV.
Head of Sales, Sales Manager, Country Manager, Regional Lead. Confidential, mapped across the whole market rather than the active jobseekers in it, and run with the discretion a leadership move requires on both sides.
A sales-native recruiter inside your team without the full-time headcount. I own sourcing, screening and pipeline for your DACH and EMEA hiring on a rolling basis — for teams hiring steadily who want a pair of hands in the seat, not a one-off agency send.
Four stages, in order. You know at every point what has been approached, what came back, and why.
Band, territory, travel, seniority and the story the market will be told. If the money and the requirement don't match, you hear it before the first approach, not after three rejections.
The people doing this job today at the companies that matter, whether or not they are looking. Direct approach in German or English, written for how that buyer of a career move actually reads.
A structured commercial interview: what they sold, to whom, at what value, with what evidence. Language tested in the language. Notice, compensation and any restrictive covenant established before you ever see the name.
A written view on each shortlisted candidate — fit, gaps, risks, motivation to move — with consent given in writing first. Then interview support through to offer and start.
A representative sample of current and recent searches. Client names are withheld as a matter of course.
Detail on comparable searches, including bands and timelines, on request under NDA.
Most teams budget an SDR or BDR by their base salary. The real, fully-loaded cost is well above that once employer costs, tooling, ramp, management time and the odds of a mis-hire are counted. Move the sliders for your own numbers, and scale it to the team you're planning.
You budgeted €45,000 in salary. The real number is 2.1× of that.
The biggest hidden cost isn't on the list — it's the wrong hire. Get the first one right and ramp, management drag and mis-hire risk all shrink at once.
Discuss the search →Illustrative model for planning, not a quote. Figures are estimates and vary by market, role and company. The mis-hire line is probability-weighted (replacement, lost pipeline, re-hire), not a guaranteed cost.
Fifteen years carrying quota in B2B sales across Germany, the UK, Spain and Ireland — SaaS, fintech and global services. I am a native German speaker, and I built and ran outbound in the language European buyers actually trust, back when I was the one on the phone.
I wrote Structured Prospecting, and Structured Talent grew out of it. The principle is simple: judge a commercial candidate the way a sales leader would, in the market they will actually sell in, and say plainly what the risks are. That is worth more to a hiring manager than a longer shortlist.
Structured Talent is licensed by the Workplace Relations Commission as an employment agency in Ireland, and works with clients across Europe and the United States.
Thirty minutes on the role, the market and the band. You will leave the call knowing whether the brief is fillable at the number you have — whether or not you work with me.