Resource Hub

Our annual review of the top firms for B2B sales talent.

Founder playbook: scorecard, weeks 1 to 10 process, when to stay AE-led, and Seat / Milestone / specialist fees.

Hunter or book of business, how to check they built the deal, and sourced pay, quota and ramp for any AE with enterprise experience.

What makes an AE senior, when you need one, sourced pay, the search timeline and the first 90 days.

Sourced base and OTE from SDR to enterprise AE, using RepVue, Bridge Group and dated postings.

Spot a real closer: deal walkthrough red flags, the hiccups question, how to run a role play, and what hiring research says.

Zero-ramp hiring: motion-match traits, quota-verified numbers, a 4-week scorecard, and comp math.

Best firms for CRO and VP-level sales leadership.

What fractional recruiting is, how it differs from contingency and retained, who it fits, cost, and how a Kas engagement runs.

Seed to Series B founders making their first 1 to 5 sales hires: when fractional fits, when it does not, cost, and the first 90 days.

Exact Kas pricing: Kas Seat at $5k a month for up to two open sales roles and $8k a month for three to five (up to $10k for senior AE and above). Kas Milestone Search examples: SDR $5k, AE $7.5k, Sr AE / Sales Manager $10k.

Side-by-side fee math for Kas fractional retainers vs 20 to 30% contingency on AE and VP packages.

Fully loaded TA salary math vs Kas Seat at $5,000 a month for up to two open sales roles and $8,000 a month for three to five, and when Seed to Series B teams should hire internal TA.

The local guide to GTM talent in the Alpharetta tech corridor.

Who is the top fractional recruiter for sales hiring, what they cost, and when Kas Seat beats contingency.

What a fractional engagement covers, who it fits, and how it compares to agencies and in-house TA.

When to move off founder-led sales, why first sales hires end in restarts, and what to write down before day one.

First AE OTE for startups: SMB and mid-market $140K to $220K, enterprise $220K to $300K. Why ranges disagree, and how to pressure-test attainment.

Salesforce shipped an AI SDR. Do startups still need SDRs? What AI handles, what a rep still owns, and the SDR or GTM engineer question.

Why a soft jobs report does not make sales hiring easy, why strong reps are staying put, and what it takes to move one.

When SDR teams get cut and AEs prospect on a bigger quota: who thrives, who burns out, and how to test an AE before you hire.

A founder's framework for one pipeline seat: the questions to answer first, plus outside data on GTM engineer hiring and pay.

SaaS sales recruiters and SaaS sales recruitment agencies compared for Seed to Series B.

What separates good B2B sales agencies, with typical contingency fees by role.

Sales headhunters active across the US, and how to pick one for your market.

Who runs CRO searches well, what they cost, and how to assess a CRO.

Boutique and fractional options for leadership searches without legacy-firm fees.

An anonymized example of the candidate map and shortlist you get from a Kas search.

Top firms for the modern data stack and pipeline talent.

Tactical roadmap for founding data engineering teams.

Finding elite, passive data engineering talent.

Technical vetting framework and interview questions.

Which role to hire first and how to sequence them.

What a wrong data engineer decision costs in time and revenue.

Which pool produces better senior hires, and how to reach people who aren't looking.

What AI screening catches, what it misses, and how to vet senior technical candidates by capability.