Specialized search for the revenue engine, backed by a pre-vetted bench your team can draw from. Every hire is assessed like an operator, then coached through the first 90 days so they perform.
Three practices, each with its own roles and its own color. The color follows the candidate onto the Bench.
Replaced until the hire works out.
Replaced until the hire works out.
Replaced until the hire works out.
Most teams hire the way everyone hires. Post a role, read resumes, run interviews, and choose whoever interviews best. Interviewing well is not the same as performing in a quota-carrying role.
Each dot is one hire. Coral marks a hire that fails in the first year.
We do one thing: place revenue talent and make sure it lands. Every part of the model is built to remove the risk of the hire.
Every placement includes a dedicated coach who meets the new hire weekly and the hiring manager weekly for the first 90 days. Onboarding is where hires are won or lost. We do not hand off and hope.
Selection runs on Objective Management Group. OMG reports predictive validity in the 95 percent range, its accuracy metric, and nearly 2.4 million salespeople assessed since 1990, based on its 2023 figure. We measure will to sell, sales DNA, and whether someone can execute inside your process, before you make an offer.
We recruit top revenue talent continuously and keep them on a pre-vetted bench. You get people who are assessed and matched to your selling environment, without building your own pipeline.
Every hire arrives trained. Reps get a two-day sales skills refresher, leaders get a leadership refresher, powered by Performance Edge and Sandler. They start aligned to a method.
If the hire does not work out inside the window, we keep replacing until one does, at no additional fee. The window is 90 days from the start date for sellers and GTM roles, and 6 to 12 months for leaders. We are paid to be right, and we stand behind it.
The same people who install sales systems and assess sales talent now staff them. No pure-play recruiter can say that. Meet the founders below.
Carlos Garrido's Scaling Sales Blueprint shows how any sales organization has revenue supported by nine dimensions of the revenue engine. All pillars depend on the talent that the organization can attract, onboard, and develop, which is why Revenue Bench puts talent at the center of any strategy.
Most companies start every search from zero. Our clients start from a bench of revenue talent we have already sourced, assessed, and vetted. When you need a role filled, the shortlist already exists.
Every placement comes with a dedicated onboarding coach for the first 90 days. One weekly call with the new hire. One weekly call with the hiring manager. The result is a faster ramp, fewer early exits, and far less onboarding load on your team.
We map the role to your actual selling environment, buyer, and sales motion before anyone writes a job description.
We start from the bench and run targeted search to fill the gaps, so the shortlist comes fast.
Candidates for selling and sales-leadership roles are assessed with OMG, and every candidate clears an operator screen. We test for fit with your process before you meet them.
You see a focused shortlist of people we would hire ourselves.
The hire arrives with a two-day skills or leadership refresher, aligned to a method from day one.
A dedicated coach works with the hire and the manager weekly until the hire is fully performing.
Revenue Bench was founded by two principals who have worked alongside each other for years building sales teams. Between them they bring decades of growing revenue and building the teams that deliver it.
You have hired before and watched reps underperform while you ended up back in every deal. You need talent assessed the way a seasoned operator would, not by a generalist on a job board.
You are the VP of Sales or CRO with a number and a timeline. You need a partner who understands your pipeline mechanics and hires against them.
You are adding revenue capacity quickly without sacrificing quality. You need a recruiter who understands portfolio dynamics and hiring under velocity pressure.
You are installing a sales methodology and need talent that matches the system you are building. We time the search to the work.
Revenue Bench fits operators who are serious about the outcome, with a defined sales process or the intent to install one. We decline engagements where there is no defined sales process and no plan to build one, where hiring begins before the role is understood, or where selection rests on the lowest fee. You can hold us to the same agency evaluation scorecard we publish.
Revenue Bench was founded by two people with complementary expertise. One builds the sales systems. One finds and develops the talent to run them.
An investment banker and growth advisor for more than 30 years. His work has supported over $3 billion in client revenue and more than $6 billion in client exits.
Founder of Performance Edge and owner of the Sandler Miami practice. A Sandler-certified practitioner and a Vistage Chair in Miami, he works across the full revenue system, from methodology to the operating cadence that makes a team perform.
A three-time exit executive. Over a 30-year career, he has built revenue teams inside PE-backed SaaS, fintech, and technology companies that exited for more than $500 million.
Founder of Swanston Growth Advisors, a Certified Partner of Objective Management Group. He brings a science-based lens to talent evaluation that runs through every search.
We place revenue professionals into vetted, system-led teams, and we set you up to win. Get assessed, get a sales or leadership refresher before you start, and get coached through your first 90 days. The offer is the start of it. The coaching through your first 90 days is what makes it hold.
Revenue Bench is a specialized recruitment firm for the revenue engine: sellers, sales leaders, enablement, and RevOps. We maintain a pre-vetted bench of talent, assess candidates for selling and sales-leadership roles with Objective Management Group, place and train the hire, then coach them through the first 90 days so they perform.
Most recruiters stop at the resume and the interview. Revenue Bench candidates for selling and sales-leadership roles are assessed with OMG before you meet them. Every placement arrives with a training refresher, gets a dedicated onboarding coach for 90 days, and is backed by a replacement guarantee.
If a hire leaves or is not performing inside the guarantee window, we run the search again at no additional fee, and we keep replacing until a hire works out. The window is 90 days from the start date for sellers and GTM roles, and 6 to 12 months for sales leaders. We can stand behind the hire because the candidate was assessed before the offer, and the onboarding coach works with them through the first 90 days.
The full revenue engine: SDRs and BDRs, account executives, sales managers, VPs of Sales and CROs, sales enablement, RevOps, and go-to-market roles, for high-growth and private-equity-backed companies.
Tell us about the role, or tell us you want on the bench. We will come back to you quickly. Every conversation starts with what good looks like in the role.
