Sales candidates require screening on performance data that general recruiters rarely gather: quota attainment %, consecutive periods above quota, average deal size, ACV, ramp timeline, and the context behind every departure. Most generalist firms screen for years of experience and interview well. That produces bad hires. Axe screens for whether the candidate can sell — and shows receipts.

We ask candidates for attainment data directly during screening — percentage of quota, consecutive periods at or above, deal size range, and territory context. We then validate with direct-manager references and flag discrepancies before submission. Candidates who cannot substantiate their numbers are not presented.

Yes. Passive sourcing is how most searches are won. We build a target universe from competitor companies, segmented by territory, vertical, deal type, and sales motion — and we approach top performers directly. We do not repost on job boards and wait. Top performers are rarely actively searching.

Yes. Sales leadership searches are assessed differently — we evaluate team performance records, revenue org build experience, hiring track record, and the circumstances behind every departure, promotion, and exit. We do not treat a VP of Sales search like an AE search with a higher comp band.

Yes. SDR and BDR team builds are one of our most common engagement types. We screen on outbound activity metrics, sequence performance, pipeline contribution rate, and manager-validated conversion data — not just cold-call volume claims. Our subscription model is designed specifically for multi-seat build-outs.

A monthly subscription replaces per-placement fees with a fixed monthly engagement. You get unlimited searches, a dedicated recruiter, weekly pipeline reviews, and full transparency into candidate flow — without a placement fee triggered every time you hire. It is designed for companies scaling SDR/AE pipelines or building regional teams on a predictable hiring cadence.

Traditional contingency firms charge 20–25% of first-year base salary per placement and are financially incentivized to fill the role — not necessarily fill it with the right person. Axe offers engagement models aligned to your hiring volume and success, with transparent pipeline access, offer management included, and screening depth that most contingency firms skip.

We have covered sales searches across 200+ global markets. Our work spans the United States, Canada, and international markets. Market coverage depends on the role’s comp structure, sales motion, and target candidate profile — we will tell you directly if a market is too thin to support a passive search.

Shortlist timelines depend on role specificity, market size, comp positioning, and how clearly the role is defined at intake. Well-calibrated searches typically produce a first shortlist within two to three weeks. Searches with unclear comp, undefined territory, or unrealistic requirements take longer — and we will tell you that up front rather than waste your time.

Role title and description, target market or territory, base salary range and total comp structure, quota expectations, preferred sales motion and deal type, and your hiring timeline. The more specific you are at intake, the faster and tighter the search runs. We will pressure-test the inputs and give you honest market feedback before outreach begins.