Hire Sales Talent That's Ready to Go
Building a sales team means either gambling on an unproven hire or spending months on a search that may not pan out. memoryBlue’s recruiting team places go-to-market roles, sourced from our own network of 1,400+ pre-vetted, experienced sales professionals or through a dedicated search built around your role, so you hire people who already know how to sell, not people who are still learning on your dime. Roles include Account Executives, SDRs, Sales Engineers, VPs do Sales, Customer Success manager, account manager, channel manager, channel roles, business development manager, regional sales director, VP of Partnerships, and others.
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What Are memoryBlue's Recruitment Services?
memoryBlue’s recruitment services are direct hire placements: permanent Account Executives, SDRs, Sales Engineers, Sales Leaders, and other go-to-market roles who join your payroll, not memoryBlue’s. That’s the key difference from our outsourced SDR, ADR, and AE services, where memoryBlue’s own reps run the function for you. Recruitment services are for companies that have decided building the function in-house is the right call and want a partner who actually understands B2B sales to help them do it.
We fill roles in three ways: by matching you with an experienced, pre-vetted candidate already in our network (fastest path, most common for SDR hires); running a dedicated search for a role that needs someone new to the network entirely (most common for AEs, sales leadership, and specialized or vertical-specific roles); or acting as an extension of your team for a set period of time as a dedicated outsourced recruitment partner.
Insight
The Problem With Most Sales Recruiting
Most recruiters, including most in-house talent teams, aren’t sales people. That gap shows up in a few predictable ways:
Candidates
Candidates who interview well and check every resume box, but have never actually built a cold-call cadence, written an email sequence, or worked a list in Sales Navigator
Certifications
Bootcamp "certifications" that teach someone to talk about a CRM without ever teaching them to sell
Recruiters
Generalist recruiters who don't know the difference between an SDR and a BDR, let alone what "good" looks like in a B2B tech sales cycle
Searching
Searches that drag on for months because the recruiter is sourcing from a cold start instead of a warm network
Gaps
New hires who get months of product training and none on the actual mechanics of prospecting, a gap that shows up fast once they're on the phone
Time
CEOs and newly appointed Heads of Sales just don't have time to recruit themselves, especially now that AI has made the volume of applicants (including a lot of fake or AI-assisted candidates) too much to sift through
A recruiter who has never run a sales team can’t reliably tell you which candidates can actually do the job. We can, because running sales teams is the rest of our business. Most of the time we’re not supplementing an existing internal talent acquisition team, we’re filling the gap because there isn’t one.
What's Included
How Our Recruiting Process Works
1. Alignment
We learn about your company and your goals and help you scope out the role, because that's what we actually end up doing a good chunk of the time. We also provide compensation guidance (often we're the ones helping establish the comp band in the first place, not just learning an existing one). From there we help identify the ideal candidate profile (ICP) and field-test it the same day.
2. Talent Pool Match.
We check whether an experienced, pre-vetted candidate already in our network is a fit. When there's a match, this is the fastest path from kickoff to interview.
3. Dedicated search
For AEs, sales leadership, and specialized or vertical-specific roles, we tap into our Alumi community and run active sourcing beyond our existing network, targeting both active and passive candidates who fit the role.
4. Vetting
Every candidate is evaluated on whether they've actually done the work: real prospecting, cold-calling, quota attainment, ramp times, contract terms, buying cycles, qualification frameworks, technical acumen, and new-logo vs. farming experience, pipeline-building experience, etc, not just a resume that says they have.
5. Interviews And Offer Support
We manage scheduling, gather structured feedback from your team, and support offer negotiation through to signature.
6. Onboarding (optional)
Clients who want extra ramp support can pair a new SDR hire with memoryBlue's Academy training, our own sales methodology program, to get them productive faster.
Delivering for global enterprises
Roles & More
Roles We Recruit For
- Go-to-market and founding roles: founding channel, growth, and other early go-to-market hires for startups building out a function for the first time, plus select customer success roles
- Core sales roles: Account Executives (the largest share of our placements) and experienced SDRs/BDRs pulled from our talent pool or sourced externally
- Sales leadership and operations: Sales Managers, SDR Managers, Account Managers, Sales Engineers (one of our fastest-growing placement categories), VP of Sales, and Channel/Partnerships roles
- Specialized and vertical roles: cybersecurity AEs and BDRs, public sector and state and local government AEs, logistics and supply chain AEs, and commercial real estate business development roles. Beyond these, we have extensive experience in fintech, HR tech, and a variety of other niches including Manages Services (MSPs & MSSPs), Value-Added-Resellers (VAR’s), Martech, AI, etc.
- Go-to-market and founding roles: founding channel, growth, and other early go-to-market hires for startups building out a function for the first time, plus select customer success roles
- Senior Marketing/Growth Roles.
What's Included
- An experienced recruiter who learns about your company, your team, and helps you fill in the gaps in your sales motion.
- Access to our SDR talent pool: 1,400+ pre-vetted, experienced sales professionals, many of whom came up through memoryBlue’s own outsourced programs and alumni network
- Full external search capability for AEs, sales leadership, Channel Manager, Partnership Development Manager, Technical Account Manager, Customer Success Manager, Field Sales Manager, and other Go-to-Market roles
- Sales-specific vetting: candidates are evaluated on real selling experience, not resume keywords or certifications
- Flexible fee structures: contingent (pay on placement), engagement-based (a portion paid upfront to secure dedicated search resourcing), or a flat monthly fee simply for doing the work, not tied to a placement depending on the role and timeline
- Optional Academy bundling: pair a new hire with memoryBlue’s own sales training program to shorten ramp time
Approach
Why To Hire Through memoryBlue?
Talent pool
A built-in talent pool. 1,400+ pre-vetted, experienced sales professionals, plus an alumni network of former memoryBlue reps who’ve grown into AE and sales leadership roles at other companies
Sales Experience
Real sales experience, not certifications. Every candidate is evaluated on whether they’ve actually prospected, cold-called, and built pipeline, not on whether they sat through a bootcamp
Specialization
Deep specialization in B2B tech and professional services. We’re not a generalist agency dabbling in sales roles; it’s the only thing we recruit for
Outsourcing Daily
We’re inside this business every day. Running outsourced sales teams for over two decades means we know what a good SDR or AE actually looks like in practice, not just on paper
Fee Structures
Flexible fee structures. Contingent or engagement-based, depending on how urgent and how specialized the role is
One Partner For Your Needs
A path to build your whole function. Pair direct hire with memoryBlue Academy training, or combine it with our outsourced marketing, SDR, ADR, or AE services, to build a complete go-to-market team under one partner
5 Star Service
We’re sourcing talent that has actual experience with your specific product and your target buyers, in your geography. We also make the hiring experience itself a good one for the client while they go through it, with white-glove, 5-star service, and we meaningfully reduce the risk of a mis-hire.
A Best Fit
Who Is This Best For?
Recruitment services are best suited to companies that have decided to build sales headcount in-house and want a partner who understands B2B sales, not a generalist recruiter learning the space on their dime. In practice, that spans:
- Early-stage companies making founding go-to-market hires who need someone who can build the playbook, not just execute one
- Companies hiring their first SDRs who want faster time-to-fill by tapping candidates who are already vetted and job-ready
- Companies hiring AEs or sales leadership who need someone with real closing or management experience, not just a strong interview
- Companies filling specialized or vertical roles, cybersecurity, public sector, logistics, commercial real estate, and similar, where generalist recruiters often lack the domain fluency to source well
- Companies that want training bundled in, pairing a new hire with memoryBlue Academy to shorten the ramp period
Comparison
Generalist Recruiting Agency
vs.
memoryBlue Recruiting Services
In-House Team
- Cold sourcing for every search, no existing sales-specific pool
- Often limited to resume review and certifications
- Sales roles are one category among many industries
- Full search cycle for every role, regardless of fit
- Typically contingent-only, industry standard
- Training not typically offered
memoryBlue Academy
- 1,400+ pre-vetted sales professionals plus an active alumni network
- Evaluated on real prospecting and selling experience
- B2B tech and professional services is the only thing we recruit for
- Talent-pool matches can move to interviews in days
- Contingent or engagement-based, chosen to fit the role
- Academy bundling available to ramp new hires faster
FAQs
We’re an open book
Thinking about outsourcing your recruiting team? Here’s what you need to know.
What's the difference between recruitment services and outsourced SDR, ADR, or AE services?
Recruitment services place a permanent hire on your own payroll. Outsourced SDR, ADR, and AE services are the opposite: memoryBlue’s own reps run the function for you, and headcount stays with us. Some clients use both, direct hire for permanent team members alongside an outsourced program for flexible capacity.
What roles do you recruit for?
Primarily Account Executives and experienced SDRs, plus Sales Managers, SDR Managers, Account Managers, Sales Engineers, VPs of Sales, Channel and Partnerships roles, and specialized or vertical positions in cybersecurity, public sector, logistics, and commercial real estate. We also support senior go-to-market marketing hires as part of a broader team build.
How does the SDR talent pool work?
memoryBlue maintains a network of 500+ pre-vetted, experienced sales professionals, many of whom came up through our own outsourced programs. When a role fits, we match you directly with a known, already-vetted candidate instead of starting a search from a cold list.
What if I need a completely custom search?
That’s exactly what our dedicated search process is for, most common for AEs, sales leadership, and specialized or vertical roles that fall outside the existing talent pool.
Can I combine recruitment with memoryBlue's Academy training?
Yes. Clients can pair a new direct hire with Academy training to shorten ramp time and get them productive on memoryBlue’s own sales methodology faster.
Do you recruit outside the U.S.?
We’re most active in the U.S. market today, but we’ve placed international roles as well. Talk to your account team about scoping a search outside North America.
What's the difference between a contingent and an engagement fee?
A contingent fee is paid only when a candidate is hired. An engagement fee includes a portion paid upfront, which secures dedicated search resourcing from day one, and tends to fit better for urgent or highly specialized roles.
How fast can I make a hire from the talent pool?
When there’s a match in the existing network, talent-pool candidates can typically move to interviews within days, since the vetting work is already done before the search starts.
Do you place marketing roles?
Only in a limited capacity. We’re not the right fit for standalone junior marketing hires, but we do support senior go-to-market marketing leadership when it’s part of a larger team build alongside sales roles.
Get in touch
Ready to Build Your Team With People Who've Already Sold?
Tell us the role, the comp band, and the timeline. We’ll show you whether a talent-pool match or a dedicated search is the faster path to filling it.