Recruiting Resources

Account Manager vs Customer Success Manager — different motivations, different metrics, different comp structures. How modern SaaS roles diverged and which you actually need.

CCO vs VP Customer Success — scope difference, compensation difference, and when companies actually need the broader executive role versus a strong functional leader.

CRO vs VP Sales — not the same role with different titles. Scope difference, compensation difference, and when promotion from VP Sales to CRO works versus when it fails.

SaaS sales and enterprise sales are different disciplines. The buyer differences that shape the motion, the skill differences that matter, and the compensation that follows.

In-house vs external sales recruiter — when each model wins, real economics, hybrid models that work, and volume thresholds that change the math.

SDR vs BDR — different roles, different sourcing, different comp. When companies need both, when they’re confusingly using the same title, and how to structure the sales development function around buyer profile.

Mid-market AE vs enterprise AE — fundamentally different roles requiring different profiles, screening, comp, and ramp. How to know which you actually need based on ACV band and deal cycle, and how to spot the resume mismatches that lead to expensive mishires.

A practical comparison of retained, contingency, and Per-Seat recruiting engagement models for sales hiring. The economics of each, when each fits, the hidden costs people don’t model, and the most common model-selection mistakes.

How to hire sales engineers and SE leaders at growth-stage B2B SaaS — the two profiles that matter, the technical-commercial balance to screen for, AE-to-SE ratios by motion, current compensation across IC and leadership levels, and the operating mistakes that degrade SE org performance.

A structured 5-stage interview process for evaluating sales leadership candidates — mutual fit, operational deep-dive, strategic exercise, peer panel, and deep reference work. The questions that surface signal, the patterns that distinguish strong from mediocre, and the stage-match calibration that matters most.

When the CCO role actually makes sense versus when a strong VP CS is enough. The multi-function executive profile that fits, the 5 screening questions for executive customer leadership, current compensation across stages, and the three mistakes that turn CCO hires into expensive misses.

The SDR-to-AE ratio math, the operating phases of scaling SDR teams from 2 to 20+, the compensation structure that retains top performers, and the four operating mistakes that quietly degrade pipeline quality as the team grows.