Australia & APAC Region
1300 774 900
enquiry@salesrecruit.com.au
Specialist sales recruitment for growth-critical hires. Since 2004, we have helped Australian employers secure proven B2B salespeople and sales leaders by giving the market’s best performers a reason to move.
We recruit the roles responsible for revenue — and only those — led by sales recruiters who know your market’s buyers, channels and sales cycles.
If the role carries a revenue number, we recruit it.
Explore our full expertise →
Frontline revenue generation
Professionals responsible for winning new customers, growing strategic accounts and generating predictable commercial revenue.
Example Roles
Commercial leadership
Commercial leaders who shape sales strategy, build high-performing teams and create the operating discipline required for sustainable growth.
Example Roles
Indirect & ecosystem revenue
Partner and alliance specialists who develop productive ecosystems, generate indirect pipeline and expand access to new customers and markets.
Example Roles
Retention & expansion
Customer leaders responsible for onboarding, adoption, retention, expansion and the long-term commercial value of strategic accounts.
Example Roles
The engine behind the number
Specialists who improve commercial performance through stronger systems, forecasting, analytics, enablement and sales process discipline.
Example Roles
First-in-market & regional growth
First-in-market hires and regional commercial leaders capable of establishing local credibility, building pipeline and scaling revenue across APAC.
Example Roles
A one size fits all approach does not work in today’s business environment. The more senior or commercially important the role, the greater the cost of getting the hire wrong. That is why we increase the reach of our search, the depth of our assessment and the level of protection provided throughout the hiring process.
01 · Success-based
Everyday contingency recruitment for established sales roles.
02 · Where 80% of our work happens
Our primary model — for mission-critical sales functions where an empty seat costs revenue every month.
03 · Retained
Executive sales leadership for high-growth mandates — confidential and exhaustive.
Not sure which model fits? We’ll tell you if a Standard Search is all you need.
See how we workThe strongest salespeople and leaders are already succeeding and rarely looking. Reaching them is only the beginning; you need to give them a compelling reason to explore a move. Every Search includes a bespoke Opportunity Prospectus, combining a digital presentation and role explainer video to bring your EVP, leadership, mandate and opportunity to life.
Sales is one of the most challenging and riskiest functions to recruit for. Poor sales performers are often exceptional interviewers. Every search runs through the same three disciplines, so your decision rests on evidence, not audition.
A shortlist that represents the market — not the inbox.
We map the relevant talent market and approach credible passive performers directly — so you choose from the market’s best, not whoever happened to apply.
Proven performance — not polished interviews.
We interrogate sales target history, revenue contribution and deal complexity before a candidate is recommended — the record, not the pitch.
Passive talent secured — through offer, resignation and beyond.
We manage the candidate narrative, neutralise counter-offers and stay involved until the hire is safely made.
A placement is an event. A successful hire is an outcome — and we hold ourselves to the outcome.
Our sales recruiters and senior partners are former senior sales leaders. We have faced the same pressure to grow revenue, made hiring decisions in imperfect conditions and felt the commercial impact when those decisions were wrong.
Those experiences shaped the proven search strategies, assessment processes and safeguards we use today to reduce hiring risk and improve the return on every sales appointment.
John Lombard Managing Partner
Feedback from the organisations that engaged us on critical sales appointments, leadership search and the roles nobody else could fill.
Freight People came to us doubting the category. The first search delivered — so they re-engaged straight away, and we delivered again.
Bird Control Group hired their first Australian employee through a search they describe as open, transparent, decisive and fast.
They promptly and professionally solved critical sales hiring challenges our business was unable to overcome for some time.
They have solved a number of critical sales recruitment challenges for us over the past few years. Great talent partner.
Highly effective and professional — they have become an invaluable growth partner for our business.
Salary expectations make or break a sales search. The same data behind every shortlist we build — free to use, built for Australian B2B hiring.
Benchmark salaries, retention and hiring velocity across Australian B2B sales — the data behind every shortlist we build.
Sense-check base, OTE, incentives and hiring return before you go to market.
Benchmark salary and OTE expectations across Australian sales roles, sectors, locations and experience levels.
Featured tool Launch salary calculator Explore all six hiring tools & calculators →Straight answers on timelines, assessment, fees and what happens if a hire doesn’t work out — before you commit to anything.
Ask us anything else →Most searches deliver a validated shortlist of 3–5 candidates within 15–20 business days. The timeline is agreed upfront, with progress visible throughout — not a black box until presentation day.
Overwhelmingly from the passive market — proven performers who are employed, succeeding and not reading job ads. We map the relevant market and approach them directly, rather than shortlisting whoever happened to apply.
Because the opportunity is presented properly. Every Priority and Executive Search launches with a bespoke Opportunity Prospectus and produced video — the business, the mandate, the market and the earnings, built for one role and no other.
Sales is the most dangerous role to hire for, because weak performers are often excellent interviewers. We interrogate quota attainment, deal complexity, revenue contribution and how results were actually achieved — the record, not the pitch.
Fees reflect the difficulty of the search rather than a fixed percentage of salary — because the hardest roles to fill are rarely the highest paid. Scope, structure and timelines are confirmed in writing before any work begins.
Protection scales with the search: 3 months on Standard, 6 months on Priority and 12 months on Executive. Within that period we conduct a replacement search in line with the agreed terms.
Take the Search Diagnostic — eight questions on the role, the market and the cost of getting it wrong. If a Standard Search is all you need, that’s what it will tell you.
We own search, outreach and candidate validation; you keep control of selection and onboarding. Shared evaluation criteria and structured updates keep both sides working from the same picture.
Tell us about the role, the market and what a mis-hire would cost. You’ll get a clear view of the search it needs — whether or not you engage us.
Sales recruitment specialists delivering proven, high-performing sales, account development, and leadership talent across Australia and the APAC region for over 20 years.
Learn About Our Capabilities!
Discover how Sales Recruit Partners helps businesses solve real-world sales hiring challenges. This short, narrated presentation outlines the key obstacles companies face when building high-performing sales teams — and the proven strategies we use to overcome them. Learn how we deliver measurable hiring outcomes that drive revenue, accelerate growth, and give our clients a lasting competitive edge.
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