You are a hiring manager, a VP of Sales, a CRO, or a PE operator with a number to hit and a role that has to produce it. Revenue Bench finds people who perform in the role. Selling and sales-leadership candidates are assessed with OMG, every hire arrives trained, and a dedicated coach works weekly with the hire and manager for the first 90 days. The coach and guarantee keep us accountable after the start date.
Most teams post a role, read resumes, run interviews, and choose whoever interviews best. Interview skill does not predict performance in a quota-carrying role. Interviews still matter, but the decision gets stronger when selling candidates are assessed against the role.
Hiring the usual way carries odds most leaders would reject in another investment. The numbers below show the risk.
Sources: Objective Management Group; US Bureau of Labor Statistics.
We place revenue talent and stay accountable for how the hire lands. Every part of the model is designed to reduce hiring risk and support performance after the role is filled.
Every placement includes a dedicated coach who meets the new hire weekly and the hiring manager weekly for the first 90 days. Onboarding shapes whether a hire gains traction, so we remain involved through the work.
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 ever make an offer.
We recruit strong revenue talent continuously and keep them on a pre-vetted bench. You get people who are ready for a serious evaluation and matched to your selling environment, without building your own pipeline from zero. The shortlist often exists before the search starts.
Every hire arrives trained. Reps get a two-day sales skills program, and leaders get a leadership refresher, through Performance Edge and Sandler. They start aligned to a method and speaking a common language with your team.
If the hire is not working inside the first 90 days from their start date, you can call for one free re-run of the search at no additional fee. Whether the hire is working is your call. We stay accountable for the outcome.
The same people who install sales systems and assess sales talent now staff them. Our point of view comes from building those systems, running them, and being measured by them at exit.
We map the role to your selling environment, buyer, and sales motion rather than relying on 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 evaluated with Objective Management Group; every candidate is screened by an operator for fit with your process.
You see a focused shortlist of people we would hire ourselves.
Reps complete a two-day sales skills program, and leaders complete a leadership refresher through Performance Edge and Sandler.
A dedicated onboarding coach meets the new hire weekly and the hiring manager weekly for the first 90 days.
You have hired before and watched reps underperform while you ended up back in every deal. Our guide to founders' first sales hires shows the role clarity needed before a search. You need talent assessed the way a seasoned operator would evaluate it rather than 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 as well as your org chart. If the seat is a South Florida one, our read of the Miami sales-occupation table shows which local pools are deep and which sit below the national concentration.
You are adding revenue capacity quickly without sacrificing quality. Our guide to PE sales hiring mistakes covers the failure patterns to avoid. 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 alongside a sales consultancy that has supported over $3 billion in client revenue and more than $6 billion in client exits. The same pattern recognition runs through every search.
The guarantee stands on what the assessment data supports.
The full revenue engine. Sellers from SDR and BDR through enterprise AE, sales leadership from Sales Manager to VP Sales and CRO, plus Customer Success, Sales Enablement, RevOps, and GTM talent. If the role carries or supports a number, we recruit for it.
The shortlist starts from a pre-vetted bench. Candidates for selling and sales-leadership roles are evaluated with Objective Management Group, every candidate is screened by an operator for fit with your process, and each placement includes a 90-day onboarding coach and a replacement guarantee if the hire is not working within that window.
Kickoff to shortlist commonly runs 2 to 4 weeks when the bench covers the role, and a pure targeted search can take longer. Timing varies by role, seniority, and how much targeted search a role needs beyond the bench. See the stage-by-stage timeline for the full process.
Our fee is one clear percentage of the hire's first-year compensation, backed by the guarantee. Senior and confidential searches, including CRO and VP of Sales roles, run as an engaged, retained-style search. Individual-contributor roles can run on contingency. The structure follows the role rather than a one-size rate card, and our guide to sales recruiter fees explains it in full.
The 90-day coach usually surfaces trouble early. If the hire is not working inside the first 90 days from their start date, you can call for one free re-run of the search at no additional fee. Whether the hire is working is your call. The guarantee claim and the employment decision are two separate things: ending someone's employment follows your own documentation, HR process, and counsel under the employment law that applies, and nothing in the guarantee changes that. Our guide explains what to do when a sales hire is not working out.
A dedicated onboarding coach meets the new hire weekly and the hiring manager weekly for the first 90 days. The cadence covers role clarity, method, pipeline build, CRM discipline, and deal execution, against the standard that the hire is performing in the role by day 90.
Tell us about the role, the motion, and the clock. We will come back to you quickly. Every conversation starts with what good looks like in the role.
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