Roles we recruit
Seven practices, 27 functions. Start at the practice when you cannot yet name the title; go straight to the function when you can.
Browse all 229 roles Brief us on a seatFlat 15% of first-year base · shortlist in 10 working days
ZaphyrRecruit is a sales recruitment agency for B2B go-to-market teams. We run contingency search: a flat 15% of first-year base on a successful go-to-market placement, nothing payable until your hire starts, and a shortlist of three to five calibrated candidates within ten working days of a signed brief.
Seven recruiting services across the go-to-market team. Every one runs on the same contingency terms, the same four screening standards and the same ten working day shortlist, whether you are hiring your first SDR or your first CRO.
Leadership hires for revenue, marketing and operations, calibrated to your growth stage and the market you sell into.
Sales development and closing talent, screened for ramp-readiness and coachability before you meet a single candidate.
RevOps and sales ops talent sourced by tool, whether your stack runs on Salesforce, HubSpot or Zoho.
The people who build playbooks, onboarding and deal support, so the rest of the team sells better and ramps faster.
Demand, growth, product marketing and paid media talent that builds pipeline the sales team can actually close.
Analysts, prospecting specialists and bid and RFP coordinators who feed the front of the funnel.
Several seats hired as one structure, for teams scaling faster than one hire at a time allows.
A job advert reaches the people who are looking. A specialist sales recruitment agency reaches the people you actually want, and screens them before they reach you. That is where the fee is earned.
The strongest sellers are usually in seat and hitting their number. They respond to a direct, specific approach about a real role, not to a job advert.
A generalist screens for keywords. We screen for how someone sells in your market, against four standards every candidate clears before you meet them.
Three to five calibrated candidates within ten working days of a signed brief, so the seat is filled while the quarter it matters to is still running.
Contingency recruiting puts the risk on the recruiter. There is no retainer and no upfront fee, and nothing is payable until your hire starts.
One number, published, so you can price the decision before you speak to us. There is no rate card to request and no discovery call required to find out what an engagement costs.
The same percentage whether the seat is an SDR or a CRO. Seniority does not raise the rate, and there is no separate executive tier.
Nothing is payable while a search is running. The fee falls due once your hire starts, which means the cost of a search that does not produce a hire is nil.
The 15% applies to go-to-market placements. Proposal, estimating, pre-construction and project delivery searches are quoted against the brief before any work starts, on the same contingency basis.
Outsourced recruitment services come in three models, and it is worth knowing which one a sales recruiting firm runs before you brief it. We run contingency search. Here is what separates the three, so you can rule us in or out before you spend a call on it.
You pay only when a hire starts, so the search carries no cost until it works. Suited to a named seat you need filled without committing budget in advance.
You pay in instalments across the search, typically starting with a fee on engagement. Built for confidential board and C-suite mandates where exclusivity is the point.
You rent recruiting capacity into your own team for a fixed monthly fee. Designed for sustained high-volume hiring rather than for filling one named seat.
If what you actually need is one of the other two, you will hear that on the first call rather than three weeks into a search that was never going to fit.
A shortlist is only worth the screening behind it. These four checks run on every search, on both desks, and they are the reason ten working days produces three to five names rather than thirty.
How a candidate aligns with your team’s culture, pace and decision-making style, not just their background on paper.
Real execution ability tied to the specific demands of your role, whether that is outbound, operations or leadership.
Fluency in your market’s language, sales cycles and operational realities, which is what shortens the ramp.
From a single hire to a full pod, the same structured track runs underneath, so a second and third seat do not restart from scratch.
Hard fills, specific requirements and tight timelines, in the words of the people who briefed us.
Three things decide whether a search holds its timeline, and all three sit on your side of the table. Agreeing them at intake costs twenty minutes and saves a fortnight.
What the hire owns in their first year, the two or three things that genuinely disqualify, and the range you can actually pay. A job title on its own is not a brief.
Twenty minutes with the hiring manager at intake is worth more than a week of sourcing. We need the real bar, not the job description’s version of it.
The ten working days are ours to hold. What happens after the shortlist is yours, and a strong candidate in a live market will not wait indefinitely for a first conversation.
This page covers how an engagement works and what it costs. The rest lives where it belongs.
Six markets, the seats we fill in each, and which of our two desks yours sits on.
The full go-to-market role tree, from sales development through to revenue leadership.
The mandates we are actively working, across both desks, with location and seniority.
If your question is not here, send it with your brief and we will answer it in the reply.
Contingency sales recruiters are usually paid a percentage of the hire’s first-year base salary, and only when the hire is made. ZaphyrRecruit charges a flat 15% of first-year base on a successful go-to-market placement, with no retainer, no upfront fee and nothing payable until your hire starts.
You pay once the right candidate is successfully placed. There is no upfront fee, no retainer and no long-term commitment. A flat 15% of first-year base falls due on a successful go-to-market placement, once your hire starts.
Contingency recruiting means the recruiter is paid only when a candidate they present is hired. There is no retainer and no upfront fee. It differs from retained search, where fees are paid in stages during the search, and from embedded or RPO models, where you pay a monthly fee for recruiting capacity.
A sales recruitment agency reaches sellers who are in seat and not applying, screens them for how they sell in your market rather than for keywords, and commits to a timeline. With a contingency agency you pay nothing unless the search produces a hire who starts.
No. You can run us alongside your internal team or another agency. We are paid on the placement, not on the arrangement.
No. The same 15% applies from SDR to CRO. Seniority does not raise the rate and there is no separate executive tier.
Three to five calibrated candidates within ten working days of a signed brief, each screened against the four standards above rather than matched on keywords.
Three things. Whether they screen for how a candidate sells rather than matching keywords on a CV, whether they commit to a shortlist timeline in writing, and whether their fee structure puts the risk on them rather than on you. We publish all three on this page.
A multi-layered process: behavioural fit, role-based skill evaluation against the seat you are filling, industry and function alignment, and a check on how the person works with your team’s pace and decision making.
Yes. The same structured track supports a single strategic hire or a multi-role team build, including pods and departmental expansion.
Tell us the role, what it owns in the first year, and the range you can pay. That is enough for us to come back with a view on the search. We reply within one business day, and if contingency is the wrong model for what you need, you will hear that first.
No obligation. We use your details only to respond to your enquiry. See our Privacy Policy.