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Structured Talent — GTM Growth Partner
GTM Growth Partner · DACH & EMEA

The multilingual sales talent to win in Europe. And the playbook to make them land.

I help startups and scale-ups hire sales talent that actually sells in DACH and the wider EMEA. My own background runs across SaaS, fintech, outsourcing and gaming, so I screen for these markets the way someone who sold in them would, not from a job spec. And once the people are in place, I build the playbook that makes them productive.

Harm Linnecke
Harm Linnecke Founder · 15 years carrying quota across DACH & EMEA
15 years selling across EMEA Native German speaker Consistent sales top performer Amazon #1 · Telemarketing · Ireland 2026
The problem we solve

Most teams don't lose Europe on product. They lose it on who they hire and how they sell.

A generalist recruiter sends you CVs, not people who can close in the language. And a US sequence run through a translator reads as pushy to a German buyer. I work on both. The people first, then the message they carry. And I sold in these markets myself, so I am not guessing at either.

Three ways to work together
Multilingual Recruiting

Sales Hiring, In-Market

Native-fluency sales hires for scaling startups across the US, UK, Ireland, Spain and Germany. BDRs, SDRs, AEs. I screen them the way a sales leader would, so your shortlist starts stronger.

About recruiting →
Most popular
Sales Playbook

Custom Sales Playbook

A playbook built around your product, with sequences and cadences written for the market in its own language. Not translated from a US template. Written for how the buyer there actually reads.

Explore the playbook →
Sales Advisory

DACH & Scale-up Advisory

Hands-on GTM advice for US scale-ups building into DACH. Pricing, offer, motion, team structure. For when you need someone to think it through with you, not just hand over a document.

Discuss advisory →
See how it's built

A look inside the playbook. Before you commit.

A worked sample built around a made-up SaaS client, so you can see how I put a playbook together: the native-language sequence, the cadence, the battlecard, the culture page. It is not the full asset. It is the clearest way to judge the structure and the craft before you spend anything.

See the sample
Free · no email required
Harm Linnecke
The founder

Harm Linnecke

Fifteen years carrying quota in B2B sales across Germany, the UK, Spain and Ireland. SaaS, fintech, 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 idea is simple: take what I learned selling in these markets and give it to US companies who want to do it properly, then help them hire the people to run it.

15+
Years in B2B sales
4
EMEA markets
#1
Amazon · Telemarketing · IE 2026
Structured Talent · Hiring cost reality check

The salary is the small number.

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.

Your inputs

What you'd put in the job ad. SDR and BDR are the same role in most orgs.
Employer taxes, pension, benefits, on top of salary. Varies by country.
CRM seat, dialer, data/intent tools, sales engagement platform.
Months before they hit target. You pay full cost; you get partial output.
Share of a manager's week spent coaching this hire (manager on ~€90k loaded).
Odds this hire doesn't work out. The cost below is risk-weighted, not guaranteed.
Cost scales per head. Set this to the number of SDRs / BDRs you intend to run.
True first-year cost

Per hire
Base salary
Employer on-costs
Tooling & data
Ramp (lost productivity)
Management time
Mis-hire risk (weighted)
True cost per hire

The biggest hidden cost isn't on the list, it's the wrong hire. Get the first SDR or BDR right and ramp, management drag, and mis-hire risk all shrink at once.

Hire the right one →

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.

Structured Talent · Multilingual SaaS sales recruitment · DACH & EMEA