B2B Sales Recruiter

RevPilots is a B2B sales recruiting agency that helps companies hire qualified sales talent quickly. We specialize in sales hiring across every B2B segment: SaaS, fintech, manufacturing, professional services, logistics, and beyond. Whether you need an SDR, an Account Executive, or a VP of Sales, we deliver vetted candidates in 5 days or less, not months.

Why B2B Sales Recruiting Is Hard to Get Right

B2B sales is not one thing. A rep who sells enterprise software into the Fortune 500 and a rep who sells industrial equipment to plant managers are both “B2B salespeople,” but the skills, the motion, and the candidate profile are almost completely different. A B2B sales recruiter who doesn’t understand that distinction will send you candidates who look right on paper but can’t do the actual job.

The other challenge is that the best B2B sales talent isn’t looking. Top performers are usually employed, hitting quota, and not browsing job boards. Reaching them requires a recruiter with real relationships in the space, not someone posting on LinkedIn and waiting.

RevPilots recruiters come from sales and sales hiring backgrounds. They understand pipeline, quota, deal cycles, and what separates a candidate who can close from one who is good at interviewing. That’s the difference between a recruiting process that produces a hire and one that produces a list of names.

B2B Sales Roles We Fill

We place across the full B2B revenue function.

Sales Development Representatives (SDRs) handle outbound prospecting and inbound lead qualification. The SDR motion varies significantly by company — sequence-heavy outbound, high-call-volume inside sales, or structured inbound qualification. We screen for the specific motion you run, not just whether someone has held the title.
Account Executives (AEs) are the core of most B2B sales teams. We place AEs at every segment — SMB, mid-market, and enterprise — and screen specifically for deal size fit, sales cycle length, and whether the candidate has sold something of comparable complexity to your product.
Sales Managers and Directors have an outsized effect on team performance. We look at coaching track records, ramp rates, and how candidates have handled underperformers, not just their personal quota history.
VP of Sales searches require a different approach entirely. The candidate pool is smaller, most of the best people aren’t actively looking, and stage fit matters as much as skill fit. We run VP searches on a retained basis for this reason.
Sales Engineers matter more in technical B2B sales than almost anywhere else. We place SEs who can hold a technical conversation without losing the commercial thread.
Customer Success Managers own retention and expansion. In B2B businesses with recurring revenue, CS directly affects whether the company grows or churns its way backward. We screen for NRR track records and expansion motions, not just relationship management skills.

B2B Sales Compensation Benchmarks

What you pay determines who you can hire. These figures reflect current U.S. market rates across B2B sales roles. SaaS and high-margin tech roles typically sit at the top of these ranges; more traditional B2B industries (manufacturing, distribution, professional services) generally fall in the middle to lower end.

Role	Base Salary	OTE	Notes
SDR / BDR	$50K– $75K	$65K – $100K	Higher base in SaaS hubs; activity metrics drive variable
SMB Account Executive	$55K – $80K	$90K – $150K	Quota typically $500K–$900K ARR in SaaS
Mid-Market AE	$75K – $105K	$130K – $210K	Longer cycles; stronger process discipline required
Enterprise AE	$105K – $145K	$200K – $350K+	Multi-stakeholder; 6–12 month cycles common
Sales Engineer	$95K – $140K	$140K – $210K	Commission structure varies; some SE roles are bonus-only
Customer Success Manager	$65K – $95K	$85K – $130K	Variable tied to NRR, expansion ARR, renewal rate
Sales Manager	$90K – $130K	$140K – $210K	Team quota attainment drives variable
Director of Sales	$120K – $160K	$190K – $290K	Multi-team; forecasting accuracy increasingly important
VP of Sales	$130K – $280K	$200K – $600K+	Equity significant at early-stage; RSUs at later stage

If your package is below market for the role you’re trying to fill, we’ll tell you before you start losing candidates at the offer stage. Getting comp right at the start of a search saves weeks.

What Good B2B Sales Screening Looks Like

A title and a quota number tell you surprisingly little. We go deeper.

We look at what they actually sold. Product complexity, deal size, sales cycle, buyer profile — a candidate who’s sold a $3K/year point solution into SMB is in a different business than one who’s closed $400K platform deals into enterprise procurement. Both can be strong salespeople. They’re not interchangeable.

We look at consistency, not peaks. One good year can be luck, a great territory, or a hot market. We want to see whether attainment held up across multiple years, through territory changes, and in tougher environments.

We look at how candidates work with the rest of the revenue team. B2B sales almost always involve coordination with marketing, customer success, and sometimes product. An AE who treats SDRs as order-takers and ignores CS creates problems that show up well after they’re hired.

We verify what we hear. Senior candidates are polished. They know how to frame their experience favorably. We ask follow-up questions, push on specifics, and cross-reference what we hear against what we know about the companies they’ve worked for.

What Our Clients Say

“RevPilots did a great job with a very challenging search. We immediately recommended them to our investors for other portfolio companies. They gave us so many good candidates.” – Brent Dorfman, CEO – DriverReach

“Working with RevPilots has been a game-changer for our business. Their team understood our needs and delivered top-notch candidates across various positions, who have already started making a significant impact. The entire process was smooth and efficient, and we couldn’t be happier with the results.” – Eric Brown, COO – LeadCoverage

“RevPilots has been a key partner for filling our sales org with great talent. They helped us with multiple Account Executive roles and our VP of Sales. They did it in record time, beating out a much larger recruiting firm that they were competing with.” -Gabe Bensimon, Principal – Seroda Equity Partners

Learn more about our customer wins

What Makes RevPilots Different from Other B2B SaaS Sales Recruiters?

Most recruiting firms treat sales hiring like any other search. They match keywords on resumes, send a batch of candidates, and hope one works. That approach rarely produces great sales hires.

RevPilots takes a different approach. We focus exclusively on B2B sales recruiting, which means our B2B sales recruiters understand the realities of quota, pipeline generation, deal cycles, and buyer dynamics. Instead of relying on titles alone, we evaluate how candidates actually sell — the size of deals they’ve closed, the complexity of their product, the length of their sales cycle, and the type of buyers they work with.

We also prioritize sales motion fit. A candidate who succeeds in high-volume transactional SaaS sales may struggle in a complex enterprise sales environment, and vice versa. Our screening process looks at how a candidate’s experience aligns with your exact sales motion, so you’re not interviewing people who look good on paper but can’t succeed in your environment.

Another difference is access to passive talent. The best SaaS salespeople are rarely applying for jobs. They’re already hitting quota somewhere else. Our team uses targeted outreach, referrals, and long-standing relationships in the SaaS sales community to reach candidates who aren’t actively job hunting but are open to the right opportunity.

Finally, we focus on quality over volume. Instead of flooding your inbox with resumes, we send a small number of highly vetted candidates who match the role’s requirements, compensation structure, and stage of company growth. That keeps your hiring process focused and dramatically reduces the time it takes to make the right hire.

The result is a recruiting process designed around one goal: helping you hire salespeople who can actually generate revenue.

Hire Faster. Hire Better.

Most companies that come to RevPilots looking for a B2B sales recruiting agency have already tried to hire on their own or through a firm that didn’t specialize in sales. They’ve lost weeks, made bad hires, or both.

We move fast without cutting corners. We screen candidates the way the role deserves. And we tell you the truth about your search — including when your comp needs to change, your role is scoped wrong, or there’s a different hire that would move the needle more than the one you came in asking for.

If you’re ready to start a search, tell us about the role. We’ll come back with a clear candidate profile and a realistic timeline.

Start your search with B2B SaaS recruiters

Frequently Asked Questions

What does a B2B sales recruiter do?

A B2B sales recruiter sources, screens, and presents qualified candidates for business-to-business sales roles — SDRs, AEs, Sales Managers, VPs of Sales, and other revenue positions. A specialized recruiter goes beyond reviewing resumes to evaluate quota attainment, deal size fit, sales cycle experience, and motion match before any candidate reaches your desk.

How quickly can RevPilots fill a B2B sales role?

Our B2B sales recruiting agency can produce qualified candidates for an SDR and AE within five business days. Sales management and VP searches typically take ten to fourteen days to first candidates, given the smaller pool and more involved screening. Total time to hire depends on how fast your team moves through interviews, but most clients make offers within one to two weeks of starting a search.

Do you only recruit for SaaS companies, or do you work across B2B industries?

We work across B2B industries — SaaS, fintech, cybersecurity, manufacturing, logistics, professional services, healthcare technology, and others. The fundamentals of good sales hiring are consistent, but the candidate profile differs meaningfully by industry. We adjust screening criteria based on what your buyers expect and what your motion requires.

How do you find candidates who aren’t actively looking?

Top B2B sales performers are usually employed and not browsing job boards. We reach them through direct outreach, existing relationships with sales professionals across industries, and referrals from our network. For VP and senior searches, passive outreach is often where the best candidates come from, and it’s a core part of how we run those searches.

Can you help us figure out what we should be paying before we start the search?

Yes, and we’d rather do this before the search begins than after you’ve already lost candidates at the offer stage. Comp benchmarking is part of our intake on every search. We’ll give you a clear picture of what competitive looks like for your specific role, segment, and location.

Do you work on contingency or retainer?

Contingency for most SDR, AE, and sales management searches — you don’t pay until you hire. VP and executive searches typically run retained, given the smaller candidate pool, passive outreach required, and the stakes involved. We’ll recommend the right structure based on your role.

We’ve used other recruiters before and been disappointed. What makes RevPilots different?

We only work in sales. Our recruiters come from sales and sales hiring backgrounds — they’re not generalists filling HR and finance roles on the side. They know what quota attainment looks like at different types of B2B companies, understand the difference between a strong candidate for one motion versus another, and can evaluate a candidate in a real conversation rather than checking boxes. Clients who’ve used generalist firms before tend to notice the difference within the first few submissions.

Founder of RevPilots

Joe Benjamin

Joe Benjamin is the Founder of RevPilots. He has over 12 years of B2B sales and startup experience. His experience runs several categories, including SaaS, Marketplaces, and professional services. His areas of expertise include B2B sales, management, and hiring.