Sales Talent Connect places permanent staff for UK-wide employers across ten practices. One named consultant, a written brief, and a vetted shortlist within a working week.
"They sent four reps for a senior AE seat. Three were on quota at six months. That speaks for itself."
We brief properly, vet thoroughly, and stand behind the people we send.
The consultant who takes your brief is the one who shortlists, briefs candidates, negotiates the offer and follows up post-start. No handoffs.
Most live briefs receive their first qualified shortlist within a week. Senior briefs may take a fortnight, we will tell you upfront.
Right-to-work, references, qualifications, motivation, expectations - all checked before a CV reaches your desk.
Permanent staff for UK employers from London to Glasgow. Considered briefs, vetted candidates, six-month outcomes.
Mid-market and enterprise AEs with consistent quota attainment, ARR or net-new revenue track record.
Outbound sales development reps with structured prospecting, multi-channel cadence and pipeline-build evidence.
Renewals-focused and expansion-led AMs with documented retention, NRR and upsell numbers.
First-line managers with at least one cycle of hiring, ramping and retaining a pod of five-plus reps.
Multi-pod directors running full-funnel commercial teams with forecast accuracy and clean attainment data.
Hunters with category-creation or partnership experience, comfortable building territory from a cold start.
CSMs with NRR, churn-reduction and renewal-rate evidence across SaaS, services or B2B subscription.
Channel managers, partner-program leads and alliance directors with sourced-pipeline track records.
Strategic KAMs holding multi-million-pound named accounts, with multi-stakeholder engagement experience.
Heads of inside sales running mid-market or SMB pods, with measurable activity and conversion improvements.
A clear four-step process. No drawn-out kick-offs, no dropped balls.
A 30-45 minute briefing call. We capture the role, the team, the must-haves and the timeline. You receive a written brief back to confirm.
We approach our network and active candidates, vet, interview and rank. You receive a tight, qualified shortlist with our notes.
We handle counter-offer pressure, notice-period coordination and start-date logistics so the offer holds.
Day 7, 30 and 90 check-ins with both sides. We close the loop on every hire we place.
Most professional and commercial briefs follow the same shape. Whether it is a finance manager or a head of operations, the steady process is the same: brief, calibrate, vet, shortlist, offer, onboard, follow up.
Every shortlist is calibrated against current UK salary data plus what we are seeing live across the desk this month. If the band looks low for the role and the location, we will tell you before we start, not after the offer is rejected.
Three to six candidates per brief, properly vetted, with our written notes. Right-to-work, references, qualifications and motivation are all checked before introduction. We rank, we do not just send.
Industrial, manufacturing, food production and trades roles sit best with sector specialists, so we point those briefs to trusted partner agencies. The same is true for clinical healthcare and executive search above £200k base.