Employers across the country compete for people who can open doors and close business. This market moves fast. SDRs often want clear paths to account executive roles. Account executives and territory managers weigh territory size, existing accounts, and commission rate before they take a call. Key account managers look for named accounts and a base salary that matches the relationship work. A comp plan with accelerators, monthly bonuses, or quarterly draws changes how a candidate thinks about a role, and a territory with realistic potential often beats a higher base.
Hiring goes wrong when the job post lists activities instead of outcomes. A manager hires an account executive, then hands over a territory with no definition of existing accounts or whitespace. SDRs get measured on calls, but the company gives them no list of target accounts. Territory managers inherit a patch that covers too many states or too few, and no one updates the compensation plan after the first year. Key account managers end up chasing renewals they were never told to own. When the commission plan changes after a candidate accepts, or the territory shrinks before the first quarter ends, the hire leaves and the search starts again with a damaged pipeline and a bench full of candidates who remember the bait and switch.
Titles we recruit
- Sales Development Representative (SDR)
- Account Executive
- Territory Manager
- Key Account Manager
- Business Development Representative
- Regional Sales Manager
- Director of Business Development
- Vice President of Sales
How candidates are assessed
This work is concrete. Candidates are assessed through role plays, pipeline reviews, and questions about how they build territory plans. We ask SDRs to write a cold email and a call script. Account executives walk through a deal they lost and the commission plan they left. Territory managers map a sample territory against quota and named accounts. Key account managers explain how they run a QBR or an expansion plan. References are checked with former managers who can speak to quota attainment, forecasting accuracy, and how the candidate behaves when a deal stalls or a territory shifts.
Where we recruit for these roles
Northeast, Midwest, South, West, and every state in between. Popular cities include New York City, Los Angeles, Chicago, Dallas, Fort Worth, Houston, San Antonio, Austin.