Specialized recruitment in commercial and sales roles

Sales recruitment plays by different rules: candidates are typically skilled at selling themselves in interviews, so truly assessing who will deliver results requires specific methodologies. We apply achievement-orientation assessments, in-depth validation of past results with metrics (quotas, conversion, growth), portfolio analysis, and references from previous managers to reduce the risk of hiring "great interviewees" instead of "great salespeople."

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Commercial roles we recruit

B2B account executives

Hunters and farmers for consultative selling, long cycles, high-ticket deals, industry.

Key Account Managers (KAMs)

Management and growth of strategic accounts, annual planning, C-level relationship building.

Business Development Managers

Market entry, strategic prospecting, launch of new products or regions.

Commercial managers and directors

Sales force leadership, quota setting, coaching, pipeline management.

Inside sales / SDR / BDR

Lead qualification, outbound, virtual demos, CRM and prospecting-tool management.

Specialized salespeople

Pharmaceutical, enterprise technology, capital goods, financial services, industrial sales.

How we evaluate commercial talent

1

Validation of past results

Each candidate must present concrete evidence of quotas met, portfolio growth, representative deals, and pipeline metrics.
2

Achievement-orientation test

We apply DISC + Cleaver assessments focused on the commercial profile: dominance, persuasion, resilience to rejection, and results orientation.
3

Sales role-play

A simulation with a real scenario from your industry. We evaluate discovery, objection handling, closing, and the sales process.
4

References from previous managers

Direct validation with former managers on quota attainment, behavior under pressure, and reasons for leaving.

Frequently asked questions

We answer the most common questions from HR leaders.

How do you tell a genuinely strong salesperson from someone who just "sells themselves well" in the interview?

Three validations: (1) proof of concrete results with metrics, not vague anecdotes; (2) references from past direct managers who confirm performance; (3) a role-play or case study from your industry where we can see how they actually run a sales process. "Great interviewees" who are not great salespeople fail at least one of these three filters.

What salary bands do KAMs and commercial directors command?

KAM: base $30,000-$70,000 MXN + variable of 30-50% of base. Regional commercial manager: $60,000-$120,000 MXN base + variable. Commercial director: $120,000-$300,000 MXN base + variable and/or LTI. The pharmaceutical, enterprise technology, and financial services industries tend to have the highest ranges.

Can you handle high-volume recruitment for large sales forces?

Yes. We run high-volume commercial recruitment processes: sales force build-outs, regional expansions, product launches. We combine high-volume sourcing with quality filters to deliver salespeople who truly sell.

Do you have experience with SaaS and technology sales?

Yes. It is a high-growth area: AEs, AMs, SDRs/BDRs, RevOps, sales engineers, customer success managers. We know the frameworks (MEDDIC, BANT, SPIN, Challenger) and validate proficiency with tools (Salesforce, HubSpot, Outreach, Gong).

Do you recruit salespeople with their own client portfolio (pharmaceutical, financial)?

Yes, though with discretion and respect for non-compete clauses. For sectors where the portfolio is a critical asset (pharmaceutical, financial, insurance, capital goods) we apply confidential processes with due diligence on the portfolio and legal restrictions.