We find the people who sell in the local language and culture — commercial leaders for DACH and EMEA, and the sales teams underneath them.
We help companies grow across borders by hiring people who already belong to the market they're selling into. Not translated. Not "business level". The strongest sales organisations we've worked with look like the markets they sell into — so we go and find those people, one search at a time.
Retained and exclusive mandates for commercial leadership: country and regional leads, sales and channel managers, first-hire roles in a new market. We map the market, approach people who aren't applying anywhere, and hand you a shortlist you can actually interview.
SDRs, BDRs, AEs and customer success across DACH and the wider EMEA market. German, Dutch and the other languages your buyers actually use. We vet hard before anyone reaches your inbox, so the shortlist you see really is a shortlist.
What the role really needs, what the market pays, and where those people are sitting today. Written down before anyone is contacted.
We go to people who aren't on job boards, in their own language. Discreet, one conversation at a time.
A real call with every candidate: language level, numbers carried, motivation, notice and package expectations.
A short, honest shortlist with our notes attached. We stay in it through interviews, offer and start date.
Germany, Austria and Switzerland share a language and a buying culture that doesn't really exist anywhere else. DACH buyers want directness. They want proof, not promises. And they want the hype turned right down. We've sold into that culture for fifteen years, and it shows up in every approach we write and every shortlist we send.
Author of Structured Prospecting (Amazon #1 · Telemarketing · Ireland 2026). Fifteen years carrying quota in B2B sales across DACH, the UK, Iberia and Ireland, from inside sales right through to senior AE roles.
Structured Talent is a one-desk firm on purpose. The person who takes your brief is the person who calls the candidates — and who knows, from the seat, what separates a good sales hire in Germany from a good sales hire anywhere else.
I grew up in Uelzen in northern Germany and went to university in Halle, in the former East. The degree was in statistics, finance, accounting and auditing. Not the obvious launchpad for a sales career, but it gave me something I lean on every day: a genuinely analytical mind. I look for patterns. I test what I think I know. And I treat every word in an approach message as a variable that's either pulling its weight or it isn't.
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I started in sales in London. A few years in UK tech, mostly IT: Lexmark in Maidenhead, ClickSoftware in Burnham, and UNeek Clothing, where I was a top performer. London is where I learned what a fast market actually feels like on the floor.
Then a year in Barcelona, training team members for Google Cloud at the outsourcer Teleperformance, where I was a top performer myself. The country was new, the language was new, the buyer was new. Every time, the lesson came back the same: you can't translate your way into a new market. You have to understand it.
"Every word in an approach message is a variable. My job is to know which ones get the right person to pick up."
The last seven years I've been based in Dublin, in full-cycle and frontline sales roles, consistently among the top performers. Best-performing AE in an EMEA team at Quark Software. Top performer for Google Chrome and later Faire at MarketStar. Top BDR for ActiveCampaign. Plus full-cycle roles at National Pen and PayPal. Twice the company flew me to the US for sales training, once to Denver and once to Ashburn near Washington, sitting in rooms full of American reps figuring out how to sell into Europe. I was usually the European in the room.
That last part matters. I've seen from the inside exactly where US sales motions break when they hit a European buyer. Often I was the one on the European end quietly making them work anyway.
Every team I sat in had the same gap: the people who could genuinely sell into Germany, the Netherlands or the Nordics were never the ones applying. They had to be found, approached in their own language, and given a reason to take the call.
That's the whole job now. Structured Talent is built around it — one desk, a small number of searches at a time, and a shortlist that has been through a real conversation before it reaches you.
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