Beacon Talent is a specialist sales recruiting firm for B2B SaaS companies. We place SDRs, Account Executives, VP Sales, and CROs, matched to your stage, ACV, and sales motion, with pre-vetted finalists in an average of 3 weeks. Sales leaders recruiting sales talent, not generalists filling seats.
Get your free talent mapA sales recruiter's job isn't posting a job description and filtering applicants. It's mapping the market for a specific role, reaching the people who are employed, performing, and not on job boards, and screening for things a resume can't show: whether a candidate's pipeline was self-sourced or handed to them, their real quota attainment, and whether their deal size and sales cycle actually match the role.
That distinction matters more in SaaS than almost anywhere else. A rep who thrived selling $15K SMB deals on a 30-day cycle won't automatically succeed selling $150K enterprise deals on a 9-month cycle, and a generalist recruiting agency without sales backgrounds usually can't tell the difference until after the hire is made.
From a company's first sales hire through a full revenue leadership team, we recruit across the entire GTM org.
These terms get used interchangeably, but they're not the same service. A sales staffing agency typically fills roles fast from a broad candidate pool, sometimes temp-to-perm, optimized for speed over depth of screen. An executive sales recruiter focuses narrowly on VP-and-above searches. A full-service sales recruiting firm, which is what Beacon is, runs a deeper search across the whole sales org, permanent quota-carrying hires screened for stage-fit and motion-fit, not just availability.
We run both models depending on the role and urgency, not one rigid structure. See the difference in our contingency vs. retained guide.
Our team has spent 20 years in SaaS revenue roles. We evaluate candidates the way a VP Sales would, not the way a generalist recruiter would.
We run sales searches nationally and have deep local market knowledge in these metros. Don't see your city? We still recruit there, most SaaS sales searches today include a remote or hybrid component.
| Role | Base | OTE |
|---|---|---|
| SDR / BDR | $55K–$75K | $85K–$110K |
| Account Executive, SMB | $55K–$90K | $110K–$170K |
| VP Sales (Series A) | $160K–$190K | $280K–$360K |
See the full 2026 GTM salary benchmark report for every role and stage, or our AE, VP Sales & CSM benchmarks.
The strongest sales candidates are employed and not looking. They won't apply to your job posting, which is why most SaaS sales searches end up needing a recruiter. When we evaluate a candidate, we're checking things a generalist can't: whether their pipeline was self-sourced or inherited, whether their deal size and cycle actually transfer, and whether their references, called uncontrolled, back up what's on the resume. That discipline is how we hit a 93% 12-month retention rate on the people we place.
"It was all Dave and the Beacon team! Loved the process, incredible talent, it's 100X better than my previous experiences."
Sources, screens, and presents candidates for revenue-generating roles. A specialist sales recruiter screens for things a resume can't show: whether a candidate's pipeline was self-sourced or inherited, their real quota attainment, and whether their deal size and cycle match the role.
Most charge a percentage of the placed candidate's first-year compensation, typically 20% to 25%, whether contingency or retained. Our fees are agreed upfront before any search starts.
A staffing agency typically fills roles fast from a broad, often temp-to-perm pool. A specialist sales recruiter runs a deeper search focused on permanent, quota-carrying hires, screening for stage-fit and motion-fit rather than just availability.
No. Sales recruiters place across the full sales org, from a company's first SDR or AE through VP Sales and CRO. Executive sales recruiters specifically focus on VP-and-above searches, but most full-service firms, including Beacon, cover the whole team.
We only recruit for GTM and revenue roles at B2B SaaS companies. Every search runs against the Builder's Standard, our documented screening methodology, and we offer both contingency and retained models depending on the role and urgency.
Industry norms run 2 to 4 months. We present pre-vetted finalists in an average of 3 weeks because we run a targeted search against a mapped market instead of waiting on inbound applicants.
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