Everyone interviews well at this level. Sales Leaders selling themselves? Good luck! Telling a great track record from a great story takes people who've carried the bag themselves.
[ I ]
Your network runs out fast. Your board and investors might "know a couple names". Then what? We talk to 12,000 Sales Professionals a year to find the ones worth your calendar.
[ II ]
You can't always search in public. Replacing a VP quietly. Making your first North American hire from overseas. Some searches shouldn't be on LinkedIn. Ours don't have to be.
[ III ]
Executive Search results. Contingency terms.
You don't pay a retainer to watch a firm “start a process.” You pay when your hire signs.
03/ Roles we recruit forLeadership Searches + the people they'll be proud to lead
03/ Leadership Searches + the people they'll be proud to lead
Revenue leadership
CRO
GM
VP Sales
Sales Director
Hunting
BDR (outbound)
SDR (inbound)
Closing
Account Executive
SMB,
Mid-Market
Enterprise
Strategic
Founding AE
Growth & demand
Demand Generation
Growth Marketing
Marketing Director
VP Marketing
Farming
Strategic Account Manager
Customer Success Manager
04/ How fast the seat gets filled
04/ speed and Turnaround
How fast the seat gets filled
Incredible efficiency, from defining the scope to the closing. Our new CRO is a Rockstar.
Benjamin Fabre CEO @ DataDome
Leadership
88
Days
Enterprise AE
57
Days
Account Executive
44
Days
IT
•
Advertising
•
Medical & Healthcare
•
Fintech
•
Energy
•
Cybersecurity
•
AI
•
Tech
•
Services
•
Services
•
Advertising
•
Medical & Healthcare
•
Fintech
•
Energy
•
Cybersecurity
•
AI
•
Tech
•
Services
•
05/ Our unfair advantage: 12,000 conversations a year
We don't take briefs and run keyword searches. We talk to 12,000 sales professionals every year, so we know, in real time, what the market pays, who's about to move, why they'd move, and what makes an offer land at your stage.
[ I ]
We're relentless
Searches get recalibrated, never abandoned. We don't stop until the seat is filled with someone you're excited about.
[ II ]
We actually know the market
Comp, equity expectations, career trajectories, who's quietly looking. Not from a salary survey. From this week's conversations.
[ III ]
We shape your JD into a Story.
The companies we work with run Seed to Series D, and that world isn't for everyone. We define who thrives in it and build the role around that profile, then find the fit for your stage.
05/ Our unfair advantage: 12,000 conversations a year
We don't take briefs and run keyword searches. We talk to 12,000 sales professionals every year, so we know, in real time, what the market pays, who's about to move, why they'd move, and what makes an offer land at your stage.
05/ We don't take briefs and run keyword searches. We talk to 12,000 Sales Professionals every year, so we know, in real time, what the market pays, who's about to move, why they'd move, and what makes an offer land at your stage.
[ I ]
We're relentless
Searches get recalibrated, never abandoned. We don't stop until the seat is filled with someone you're excited about.
[ II ]
We actually know the market
Comp, equity expectations, career trajectories, who's quietly looking. Not from a salary survey. From this week's conversations.
[ III ]
We shape your JD into a Story.
The companies we work with run Seed to Series D, and that world isn't for everyone. We define who thrives in it and build the role around that profile, then find the fit for your stage.
06/ how the magic happens
From the first conversation to a signedoffer
06/ From the first conversation to a signedoffer
1
Leadership intake
We map the hire against your next 18 months → revenue plan, board expectations, the team they inherit or build, scope, comp (base, OTE, equity). Role positioned wrong? You hear it on day one.
2
Scorecard
We name exactly who we hunt → deals closed, cycles run, ICPs sold, segments owned, teams built, languages, geography. It keeps everyone honest, us included.
3
The Hunt
Network, communities, referrals, targeted outreach to the people we believe fit best. Sourced internally, start to finish. Confidential stays confidential.
4
Connect
We screen, vet, and ask the tough questions, back-channel references included, before you block a single hour. Fewest intros, maximum impact.
5
Feedback loop
Communication both ways. Every yes and every no recalibrates the search in real time.
6
The Close
Counteroffers, equity packages, competing processes. We stay on your shortlist through resignation day, so the person you picked actually shows up.
1
Leadership intake
We map the hire against your next 18 months → revenue plan, board expectations, the team they inherit or build, scope, comp (base, OTE, equity). Role positioned wrong? You hear it on day one.
2
Scorecard
We name exactly who we hunt → deals closed, cycles run, ICPs sold, segments owned, teams built, languages, geography. It keeps everyone honest, us included.
3
The Hunt
Network, communities, referrals, targeted outreach to the people we believe fit best. Sourced internally, start to finish. Confidential stays confidential.
4
Connect
We screen, vet, and ask the tough questions, back-channel references included, before you block a single hour. Fewest intros, maximum impact.
5
Feedback loop
Communication both ways. Every yes and every no recalibrates the search in real time.
6
The Close
Counteroffers, equity packages, competing processes. We stay on your shortlist through resignation day, so the person you picked actually shows up.
07/ Landing in North America?
I've made this move myself. I'm French, and I opened the US market while the rest of the company was still in Paris. I've since done it for more than a hundred companies coming from Europe and beyond. Expanding into the US is always a big move, and I know it from both sides of the table.
Your first hire on the ground will decide your story here. It shapes everything that follows, which is precisely why it cannot be left to chance.
400 Sales Leaders and Reps placed. You're in the right place.
07/ I've made this move myself. I'm French, and I opened the US market while the rest of the company was still in Paris. I've since done it for more than a 100 companies coming from Europe and beyond. Expanding into the US is thrilling and scary, and you can't afford to mess up.
Your first hire on the ground will decide your story here. It shapes everything that follows, which is precisely why it cannot be left to chance.
400 Sales Leaders and Reps placed. You're in the right place.
We're French-founded, bilingual, and based in Montreal. We have installed the Sales Leaders who opened North America for up-and-coming and leading French companies. People who can win US deals and operate inside a French operation.
For international companies entering North America
If North America is your next market, we find the GM, Country Manager, or Founding AE who has opened a market from scratch before, not just joined one that was already running. Proven on arrival.
08/ Investors that trust us We run searches for portfolio companies of leading VC and PE firms
We run searches for portfolio companies of leading VC and PE firms
The team supported me personally when I made the move from Paris to Chicago, and helped me hire the people who figured out our U.S. sales motion and closed the first deals.
Célia Belange, GM @ Watura
It was a very strategic role for us, and the team delivered beyond my expectations!
Thibaud Lemmonier CEO @ OCUS
Victor made me believe in recruiting again
Alexis Maletin VP revenue @DataDome
Hard-working, very effective, smart, and dedicated to their missions. Their approach to headhunting is both scalable and tailored to our needs.
Arthur Saint-Père CEO @ Dolead
We grew extensively and the Sell Me This Pen team responded in the best way possible.
Cédric Venard GM @ Praxedo
Victor and his crew built our entire US team.
Nicolas Jirikoff CRO @ Gleamer
10/ Match made If you're here, you're looking for the best. Here's where they've landed lately.
If you're here, you're looking for the best. Here's where they've landed lately.
10/ Match made If you're here, you're looking for the best. Here's where they've landed lately.
Retention
94%
Of the people we place are still in seat a year later. vs. industry average ~65%
Radhika, CRO @ AdaCore
Leta, CCO @ DataDome
James, GM @ Praxedo
Caio, VP Sales @ 2501.ai
Louise, Strategic AM @ OCUS
Chris, CRO @ DataDome
11/ Meet Our Sales Hunters
I built my career on a real fascination with how people are wired and what moves them. I launched the US market for a French company and hired 15 salespeople, mistakes and all, which is exactly where I learned this craft before turning it into Sell Me This Pen.
Victor Vatus Founder
11/ Meet Our Sales Hunters
11/ Twelve years in the room. I help salespeople find the seat that actually fits, learning what they do best and where they want to go, then pairing it with the opportunity worth the move.
Sabrina Selimovic Director of Talent
11/ Meet Our Sales Hunters
I have a weakness for unearthing sales talent. Six years of recruiting in this market have sharpened my eye for who can actually carry the number, the obvious stars and the quiet ones everyone else missed.
Amanda Martinez Talent Acquisition Manager
11/ Meet Our Sales Hunters
I could talk careers all day, and I love helping people climb. They call me the "Boolean string" king. I also hold that the best teams are the most diverse ones.
Denis Duchantel Talent Acquisition Manager
11/ Meet Our Sales Hunters
Twenty-five years building sales teams, BDR through CRO. I put people before process, and I would rather tell you the real story than the easy one.
Nikola Léger Chief Operating Officer
11/ Meet Our Sales Hunters
While everyone looks extremely busy during the day, I sniff out the best talents and allegedly snore during interviews.
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