Revenue Bench runs the search through hiring, training, and the first 90 days. Each stage has a clear owner, a typical timeframe, and a standard that must be met before the work advances.
The written success profile governs the search. Each stage produces the evidence or alignment needed to begin the next one.
We map your buyer, sales motion, deal size, sales cycle, manager expectations, and the way your team wins. The work becomes a written success profile for the person who can perform inside that environment.
That profile keeps sourcing, assessment, interviews, and the final decision pointed at the same standard. It also gives private equity operating partners a consistent basis for hiring across a portfolio.
We match the role against our pre-vetted bench first. Where the bench does not cover the role, we run a targeted search for the experience, market, or selling motion the profile requires.
The bench means qualified candidates are often in front of you within days, and the slate already fits your selling environment.
Every candidate completes the Objective Management Group sales assessment. It measures will to sell, sales DNA, and whether someone can execute inside your process before you spend time in interviews.
An operator who has built and run sales teams then screens each candidate against the success profile, the selling motion, and the demands of the role.
You receive a short list of people we would hire ourselves. Every candidate has been assessed and screened against the written success profile.
Each profile comes with assessment findings and our view on fit, giving your interviews a focused decision purpose from the start.
After offer and acceptance, reps complete a two-day sales skills program and leaders complete a leadership refresher through Performance Edge and Sandler.
The hire begins with a shared method, shared language, and clear expectations for how work moves through your sales process.
A dedicated onboarding coach meets the new hire weekly and the hiring manager weekly for the first 90 days. The cadence follows a structured sales onboarding plan.
The coach keeps expectations, manager feedback, sales method, pipeline work, and deal execution connected through day 90. This addresses the onboarding and management patterns behind many sales hiring failures.
These are typical ranges for how a Revenue Bench search runs. The standard in the final column must be cleared before the search advances.
| Stage | What happens | Typical duration | Who owns it | The standard cleared before it advances |
|---|---|---|---|---|
| Step 1Define the role and selling environment | Intake with the hiring manager, map the buyer, motion, deal size, and cycle, then write the success profile. | 3 to 5 business days | Revenue Bench with the hiring manager | A written success profile both sides sign off on. |
| Step 2Source from the bench and targeted search | Match against the pre-vetted bench first, then run targeted search where the bench does not cover the role. | Bench matches often within days. Targeted search takes 1 to 3 weeks. | Revenue Bench | A slate that fits the written profile. |
| Step 3Assess with OMG and an operator screen | Run every candidate through the Objective Management Group sales assessment, then screen each person with an operator who has built sales teams. | 2 to 4 business days per slate | Revenue Bench | Assessment evidence and a fit view on every candidate presented. |
| Step 4Present a true shortlist | Present a short list of people we would hire ourselves, each with findings and a point of view. | Commonly within 1 to 2 weeks of kickoff when the bench covers the role. Longer for a pure targeted search. | Revenue Bench, then the hiring manager decides | Every candidate assessed and screened against the written profile. |
| Step 5Place and train | Complete offer and acceptance, then deliver a two-day sales skills program for reps or a leadership refresher for leaders before day one. | From acceptance to start date, then training at or before day one | Revenue Bench with the client | The hire starts aligned to a shared method and language. |
| Step 6Coach for 90 days | A dedicated onboarding coach meets the hire weekly and the hiring manager weekly. | The first 90 days from start | Revenue Bench onboarding coach | The hire is performing in the role by day 90, backed by the replacement guarantee. |
Every placement comes with a dedicated coach for the first 90 days. One weekly call with the new hire and one with the hiring manager keep expectations, feedback, and execution aligned.
Interview performance does not predict quota performance on its own. Every candidate is evaluated with Objective Management Group. OMG reports predictive validity in the 95 percent range and nearly 2.4 million salespeople assessed since 1990, based on its 2023 figure.
All figures in this strip are Objective Management Group data.
Revenue Bench sources, assesses, and screens talent continuously. This sales talent bench gives each new search an informed starting point and can shorten the path to a relevant slate.
The guarantee runs for the first 90 days from the hire's start date, the same window the onboarding coach is in the work. The full terms are set out in our guide to placement guarantees, and agreed before the search begins.
When the bench covers the role, a true shortlist is commonly ready within 1 to 2 weeks of kickoff. End to end, kickoff to shortlist is commonly 2 to 4 weeks, followed by 90 days of coaching after the hire starts. A pure targeted search can take longer. Timing varies by role, seniority, and how much search is needed beyond the bench.
Revenue Bench and the hiring manager map the buyer, sales motion, deal size, cycle, manager expectations, and success measures. Both sides approve a written success profile, then bench matching and targeted sourcing begin against that standard.
OMG measures 21 sales-specific competencies across 400+ data points, including will to sell, sales DNA, and tactical skill. Revenue Bench applies it through co-founder Steve Swanston's OMG Certified Partner firm, then adds an operator screen against the written success profile.
If a hire leaves or is not performing within the first 90 days, Revenue Bench runs the search again at no additional fee. The terms are agreed before the search begins.
Every placement includes a two-day skills program for reps or a leadership refresher for leaders, plus a dedicated onboarding coach who meets the hire and the hiring manager weekly for 90 days.
Revenue Bench runs a targeted search for the experience, market, or selling motion the written profile requires. A pure targeted search usually extends the front half of the timeline beyond the ranges available when the bench covers the role.
The durations above are typical ranges for how a Revenue Bench search runs and vary by role, seniority, and how much targeted search is needed beyond the bench. OMG figures cited on this page are OMG's own published data, applied here through co-founder Steve Swanston's OMG Certified Partner firm. Predictive validity in the 95 percent range is OMG's accuracy metric.
Tell us about the role and the selling environment. We will respond with an initial view of the success profile and how the search would run.
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