Workvivo, an Employee Engagement platform, faced the challenge of rapid scaling following significant funding rounds. They started 2021 with 35 employees and needed to grow to over 100 within the year, but were not yet a widely recognized brand. This ambitious growth occurred during a highly competitive hiring landscape, making it difficult to attract top talent based on reputation alone while maintaining their culture and commitment to diversity. They initially had multiple talent partners but sought an exclusive agency for best results, particularly for expanding their Commercial and Enterprise sales teams. Workvivo partnered exclusively with Teem to act as a brand ambassador and find top talent across various roles. Teem focused initially on critical sales expansion for UK and Ireland teams. This involved submitting a curated list of 12 candidates, leading to 10 interviews for the initial sales campaigns, and expanded to include roles across the UK/I and US in sales, pre-sales, customer success, and operations. The partnership aimed to secure high-quality candidates rapidly while also ensuring diverse representation within the new hires. The partnership rapidly delivered key hires, with the first sales hire made just 5 weeks after the initial briefing, followed by a second sales hire the next month. Workvivo successfully grew its global team from 35 employees at the start of 2021 to 120 employees by the end of the year, achieving its ambitious growth targets. Additionally, 50% diversity was achieved among new hires, demonstrating success in building an inclusive team. The quality of placements was high, with nearly 80% of eligible hires remaining at Workvivo for more than a year, indicating strong retention and cultural fit.

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Workato, a leader in integration automation, aimed to rapidly scale its European presence across multiple GtM functions after securing significant Series D funding and tripling its customer base in 2019. Initially lacking an in-house recruitment team, they relied on inbound interest and referrals, but increasing investor pressure demanded a faster, more strategic approach to hiring. The complexity of their enterprise sales model required talent capable of managing long, intricate sales cycles and technical conversations, further complicated by the need to manage a fully remote hiring campaign across UK, Spain, and Germany during lockdowns. The recruitment partner collaborated closely with Workato’s GtM function leaders in EMEA and the US to meticulously define ideal candidate profiles and identify target companies for headhunting. They proactively sourced A* candidates from top competitors such as UiPath, Salesforce, Boomi, and DocuSign to ensure a high caliber of applicants. To facilitate comparison and avoid inundation, an average of 5 A* candidates were introduced per role, with aggressive video screening implemented to overcome the challenges posed by widespread lockdowns. This partnership resulted in the successful placement of 17 key hires across 7 teams within 22 months, including a GM EMEA, VP EMEA, 11 sales hires for critical European regions, 2 marketing hires, 1 partnership hire, and 1 presales hire. The efficiency of the recruitment process was highlighted by achieving a 3:1 ratio for 1st Interview to Placement for the GM EMEA role and delivering the 1st CV within 6 days. These strategic additions to Workato’s GtM functions significantly contributed to their growth goals, leading to an increased company valuation of over $5 billion.

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Veratrak, an Enterprise SaaS platform, achieved strong product-market fit with a founder-led sales motion, securing deals with top pharmaceutical companies. Despite this initial success, the company faced challenges when experimenting with different sales representatives and job descriptions. This highlighted the critical need to transition from a founder-led approach to a scalable, sustainable sales team through expert recruitment. The recruitment partner streamlined the process by delivering weekly candidate summaries directly to Veratrak's COO, which saved considerable time and facilitated informed decision-making. Seven candidates were introduced, all meticulously aligned with the ideal customer profile, with additional vertical routes advised. Demonstrating exceptional urgency, the first candidate profile was presented within just two days and promptly invited for a first interview. The swift and targeted approach led to the successful candidate being introduced within a mere three days of the search commencing. Veratrak successfully hired an A* candidate within 30 days, significantly reducing their time-to-hire and addressing their urgent sales requirements. Additionally, the partnership achieved an impressive 7:6 CV-to-interview ratio and maintained a strong 6:1 interview-to-placement ratio, securing top talent.

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Udacity, a digital enterprise upskilling platform, secured $75 million in funding in 2020 and aimed for hypergrowth. Faced with massive demand on their enterprise and government side, they needed to rapidly scale their teams with A-players experienced in closing million-dollar deals, specifically targeting individuals from MEDDIC-driven organizations. A key priority was also to enhance diversity within their predominantly male-dominated teams, requiring a strategic hiring approach. Teem was engaged to source top-tier candidates capable of closing million-dollar deals and experienced in selling to major companies. The focus was on identifying MEDDIC A-players who would seamlessly integrate into Udacity's unique culture and thrive within it. The scope of hiring included a wide range of sales-focused positions, from Senior Account Executives to SDR Managers and VPs to SDRs. Over a period of 13 months, Udacity successfully hired 15 individuals for various sales-focused roles, with four of these hires completed within just two days. Teem achieved an impressive 3:1 first interview-to-hire ratio, meaning one candidate was hired for every three interviewed. Furthermore, 77% of the 15 hires remained with Udacity for longer than 12 months, with several even receiving promotions.

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Stack Overflow’s leadership team was frustrated by the high volume of candidates they were interviewing with zero return. Their incumbent recruitment partner had also introduced top pick candidates to other clients, resulting in disappointing surprises at the offer stage. To expand their solution into an enterprise market, the company needed to build a true enterprise sales team that matched their leader’s ambition and culture, requiring a strong sales motion with exceptional qualification and champion-building skills. To address this, the process began by searching for an Enterprise sales leader who could direct the team and ease the burden on the EMEA/APAC sales director. After exploring over 15 profiles, the ideal leader was found, signaling the time to scale out the individual contributor team. Subsequently, two Enterprise Account Executives were introduced and hired quickly, with the second signing a contract just 11 days after their first introduction. For an open presales position, a candidate was introduced after only 3 days and hired just over three weeks later. An Enterprise sales leader was successfully placed to head the new team, enabling the expansion into the enterprise market. Two Enterprise Account Executives were hired rapidly, with one signing a contract only 11 days after their initial introduction. A presales candidate was hired in just over three weeks, achieving a 3:1 first interview to hire ratio for Sales Engineers and a 1.5:1 CV to first interview ratio overall. This international team has since become the best performing globally, building pipeline with significant new customers and resulting in 4 A* MEDDIC hires.

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Snowflake, a rapidly growing cloud-based software company, experienced a massive IPO in 2020 and achieved over 300% YOY growth, reaching 2k+ customers globally. Having entered the European market in 2017, they quickly scaled to 150+ employees across 7 countries and 240+ customers. This aggressive expansion presented significant challenges in scaling at speed while maintaining exceptional execution and hiring A-players. The ideal candidates were top-tier, enterprise sales representatives who were generally passive in the job market, making recruitment highly competitive and complex. A collaborative recruitment campaign was launched across 7 European countries, focusing on headhunting and nurturing a passive talent pool. The strategy involved crafting a compelling message in partnership with EMEA leadership to attract high-caliber candidates. Direct collaboration with hiring managers ensured quick adaptation to changing needs and allowed for their involvement in influencing candidate engagement. This approach treated the hiring process as a two-way street, crucial for securing top sales and engineering talent. The partnership resulted in over 50 placements within 12 months, significantly boosting Snowflake's European team. A remarkable 95% conversion rate was achieved from verbal offer to start, demonstrating highly effective candidate engagement. The efficiency of the process was further highlighted by a 3:1 interview-to-hire ratio, which translated into a 60% return on the investment of the VPs’ time. Several high-profile hires were successfully persuaded to join, contributing to the company's continued growth.

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Sifflet, a rapidly growing data observability platform, faced significant hiring challenges in 2022. On the verge of raising their Series A round, they needed to quickly build out their sales function, as they had not yet made their first sales hire despite strong early customer adoption. They required high-quality senior and mid-level sales hires across France and the UK. A critical objective was to establish a diverse team from the outset of this expansion. A top-down hiring approach was implemented, beginning with deep collaboration with Sifflet's CEO and VP Sales to define core business areas. The immediate priority was identifying and placing leaders capable of shaping subsequent hiring processes and candidate profiles. Leveraging an extensive network of connections within the data vendor scaling sector, the solution provider gained a comprehensive understanding of Sifflet's vision through C-suite consultations. This informed the creation of precise candidate criteria to ensure ideal customer profile (ICP) and cultural fit, actively engaging A* talent from recognized data startups to foster diversity. The partnership successfully facilitated 10 key hires across Sifflet’s sales, marketing, and presales functions. These placements included critical roles such as the VP of Global Marketing and Head of Business Development. The first global sales hires were successfully made, alongside initial marketing and presales team members, and the first on-the-ground hires in the US, sourced from top-tier data vendors. These efforts resulted in an impressive 3:1 first interview to placement ratio and maintained 55% diversity across the new team, including crucial leadership positions.

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Prior to partnering with Teem, Sana Labs lacked dedicated sales teams in both the UK and US markets. The company relied heavily on internal referrals, inbound interest, and personal outreach for its hiring needs. While these methods generated some candidate interest, Sana Labs struggled significantly to attract the desired volume and calibre of talent necessary to fuel its rapid growth. This critical gap prompted them to seek a specialized recruitment partner capable of implementing a more targeted and effective talent acquisition strategy. Sana Labs engaged Teem after evaluating several agencies, specifically seeking a partner aligned with their culture and motivation. Teem collaborated closely with Sana Labs, leveraging deep industry knowledge to craft highly competitive compensation packages that matched market standards and ensured top-tier candidates accepted offers. Additionally, Teem harnessed its extensive industry network to identify and pinpoint talent pools from vendors known for cultivating exceptional talent. This strategic approach enabled Sana Labs to focus its recruitment efforts exclusively on high-quality candidates who matched their specific hiring criteria, including a strong emphasis on diversity. Through this partnership, Sana Labs successfully secured 20+ key placements, including their founding UK and US hires, building out landing teams from BDRs to leadership. An impressive 85% offer acceptance rate was achieved across all roles. The engagement also resulted in 55% diversity among all new hires, a priority for Sana Labs. Furthermore, the first UK sales representative was hired quickly, progressing from introduction to offer in less than four weeks, and a 3:1 first interview to placement ratio was achieved for their first sales leadership role.

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Privitar, a rapidly growing data privacy solution, had recently secured Series C funding and aimed for significant scaling. They needed to strengthen their senior leadership and sales teams to define a new category and generate a robust enterprise pipeline, especially for complex business value sales exceeding $700K. The immediate priority involved hiring a VP EMEA and Account Executives in DACH/UK, with plans for subsequent expansion into the US. The recruitment partner meticulously understood Privitar's specific hiring brief and strategic objectives. They conducted a highly targeted search, leveraging their extensive and trusted network within the data ecosystem. This focused approach ensured that only well-vetted candidates with relevant experience were introduced, streamlining the process for Privitar's executive team. The partnership successfully facilitated 11 new hires for Privitar, including critical Sales Engineers and Account Executives across multiple regions. Notably, a VP EMEA with over 20 years of experience and a track record of three successful exits in data analytics was placed. This engagement resulted in an impressive 2:1 ratio for first interviews to placement for the VP EMEA role, and a strong 6:1 ratio for first interviews to placement across all roles.

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NS1, after securing Series C funding in 2019 and onboarding a new EMEA leader, faced an urgent need to rapidly scale its EMEA operations to capitalize on market momentum. Following success in EMEA, the company further sought to expand its Go-to-Market (GtM) teams globally, specifically targeting US Enterprise Sales and Operations functions. The core challenge was to build a high-performing team of A-players quickly while maintaining a high standard for candidate quality and cultural fit. Over an initial four-month campaign, Teem partnered with NS1's GM Mark Fieldhouse to establish key roles in EMEA, including four Senior Account Executives, an Alliances Director, and an Operations Manager. This successful collaboration then extended to growing NS1's US teams, focusing on Enterprise Sales and Operations functions across the East Coast. Concurrently, Teem maintained a close relationship with the EMEA team to build an experienced Business Development Representative (BDR) function, ensuring comprehensive global scaling. The partnership spanned over 18 months, during which Teem exceeded commitments and facilitated 13+ hires for NS1. A significant achievement was the average time of less than two weeks from CV receipt to offer signed for critical hires. The collaboration also ensured a high-quality talent pool, reflected in a 3:2 CV to first interview ratio and an impressive 1 in 5 candidates interviewed receiving an offer. Additionally, NS1 successfully achieved 50% diversity within the new hires.

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Mitiga Solutions, a leading Barcelona-based climate tech startup, was undergoing rapid expansion of its go-to-market function. While the company experienced strong inbound demand and had a clear understanding of its hiring needs, its sales operations were largely founder-led, and the leadership team required a dedicated recruitment partner. This was crucial to identify and attract top-tier talent across critical sales, marketing, leadership, and partnerships roles, allowing the internal team to focus on product and engineering hires. Mitiga engaged a recruitment partner to address these specific GTM hiring challenges. The partner provided expert advice on structuring effective interview processes and establishing competitive compensation benchmarks to attract high-caliber candidates. Their approach for sales hiring focused on candidates with ESG experience or those aligning with a comprehensive '4Ts' framework, leveraging Mitiga's compelling mission-driven identity combining AI, data, and climate tech. As a direct outcome of this collaboration, 6 strategic hires were successfully completed, including key roles such as Head of Revenue Marketing, Senior Partner Manager, Commercial and Enterprise sales ICs, and a Content Marketing Lead. The partnership achieved an efficient 3:2 ratio of CVs submitted to first interviews across all roles. Notably, the crucial marketing leadership hire was sourced in an exceptional timeframe of just 5 days, bringing valuable experience in scaling teams and driving significant lead and revenue growth from previous roles.

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Maxio, formed from the merger of SaaSOptics and Chargify after a $150 million growth investment, embarked on a plan to hire 115 new positions globally. The Regional Director for EMEA, Sally-Ann O’Callaghan, aimed to grow the Dublin EMEA team from 7 to 20 people within six months. Dublin's competitive talent market, coupled with her newness to the company's culture, presented significant challenges in finding the right candidates and establishing an effective hiring process. The team partnered with the vendor to navigate the intense war for talent in Dublin and establish a refined hiring strategy. They collaboratively worked through initial trial and error phases to understand Maxio's specific cultural fit and hiring needs. This iterative process allowed them to align on an optimal approach for identifying and securing top talent for their rapidly expanding EMEA operations. Through the successful partnership and refined process, Maxio achieved remarkable hiring efficiency and candidate engagement. They successfully hired 4 new roles in just 4 months, demonstrating rapid progress towards their expansion goals. The company also saw an impressive 100% offer acceptance rate, indicating strong candidate alignment and appeal. Furthermore, the time from sending a CV to extending an offer was reduced to an efficient 14 days.

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Looker, a rapidly scaling business intelligence platform, faced the challenge of expanding its team, particularly across EMEA, during a period of significant growth from its Series C funding to its acquisition by Google. The company sought candidates with specialized skills and experience while strictly upholding its employee-centric, vibrant, and entrepreneurial culture. Identifying talent that perfectly aligned with both their technical needs and unique cultural values was a critical and complex task. The vendor partnered with Looker, earning recognition as their top recruitment partner for EMEA, and managed multiple hiring campaigns across Sales, Customer Success, and Pre-Sales. The core of the solution involved leveraging the vendor's immediate network of long-term contacts who were prepared for a high-growth, pre-IPO environment. This strategic approach ensured that Looker was presented with a diverse range of qualified profiles, with nearly all introduced software salespeople receiving an interview. The partnership successfully delivered 8 key hires for Looker, demonstrating high efficiency with 1.7 CVs required for a first interview and 5.5 first interviews leading to a placement. A significant achievement was the exceptional retention rate, as approximately 90% of all placements remained at Looker for a minimum of 18 months. Many of these hires continued with the company even after its acquisition by Google.

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Loctax, a SaaS platform for enterprise tax teams, was at a critical growth stage, needing to transition from founder-led sales to a scalable model. The company previously struggled with hiring, often focusing exclusively on candidates from large, established companies. With ambitions for EMEA expansion, securing the correct foundational sales hire was crucial, as this single decision would dictate their scaling capabilities. The primary challenge was identifying candidates who met specific ICCE hiring criteria, understood MEDDIC/Force Management, and could thrive in a Series A startup environment. The vendor provided advisory services and A/B tested candidate profiles to help Loctax identify hires who could balance startup agility with structured sales processes. Consistent alignment was maintained with the Head of Sales, COO, and advisors through weekly calls and Slack updates, ensuring everyone’s priorities guided the search. The approach leveraged an existing A* UK talent pool and tested different candidate domains to find the right mix of process-driven and startup-ready individuals. A compelling narrative around Loctax's Series A tax solution was crafted to attract top “playbook” candidates, with close collaboration between founders and the Head of Sales to drive the search efficiently. The very first candidate profile introduced, just three days after the search began, was ultimately hired. This strategic talent acquisition resulted in a 100% offer-to-start rate for all successful candidates. Overall, Loctax successfully scaled its Go-To-Market teams across presales, customer success, and sales functions. In total, 6 placements were made, significantly contributing to Loctax's strategic expansion and operational efficiency.

Project Details

LegalFly, undergoing hypergrowth with a goal to triple headcount in 6 months for its UK expansion, struggled to find suitable senior leadership. Their Head of TA was overburdened, and direct job advertisements resulted in a high volume of unaligned candidates. The company specifically needed a well-rounded marketing leader with expertise across product, growth, and brand marketing, alongside strong leadership and cultural fit. An in-depth discovery call was conducted with senior stakeholders to objectively define ideal cultural fit. A targeted list of over 60 hyper-growth startups was compiled, from which a compelling message and strategic multi-touch cadence were used to connect with top talent. Each candidate underwent rigorous qualification against defined criteria to ensure high alignment before being presented. The process successfully led to the introduction of 6 A* top-tier profiles that aligned perfectly with LegalFly’s ICP and culture. Ultimately, a strategic-thinking, inaugural marketing leader was hired to position the company for long-term market success. This also achieved a 4:1 first interview to hire ratio, significantly saving the hiring team’s and founder’s time.

Project Details

incident.io (https://incident.io), a rapidly growing Slack-integrated incident management platform, faced significant pressure to scale its US and UK GTM teams. With a fast-growing customer base of over 500 and a strong ARR, they needed to quickly build out high-performing sales teams to meet increasing demand. Their internal team was stretched and required external expertise to secure top-tier talent efficiently. Teem became incident.io (https://incident.io)'s exclusive hiring partner, focusing on high-urgency, cross-functional GTM hiring across both regions. The partnership delivered stage-appropriate, high-quality candidates, each possessing a proven track record at pre-IPO, top-tier SaaS scaleups. An aligned UK and US team targeted top candidates from specific industry leaders while maintaining speed and quality, involving senior stakeholders early to influence negotiations and ensure quick closures. The collaboration achieved 7 placements, establishing A* GTM teams in both the UK and US. A 4:3 CV-to-first-interview ratio was attained across all roles. The first A* candidate was introduced after just 11 days, progressing swiftly to the first interview. The average time-to-hire was successfully reduced to 70 days from search start to candidate start, significantly beating the 90-day industry average.

Project Details

When the VP of Sales took over from founder-led sales, the team had no AEs or dedicated CS hires in place. Just a handful of SDRs and a talent network limited to the East Coast. To scale, Fixify needed founding sales and customer success hires across the US. As a result, a talent partner with a strong US-wide network who could rigorously qualify both skill and culture, even in competitive US markets, was desperately needed. The mission was clear: secure two founding AEs and one founding CS anywhere in the US to maximize the odds of landing top talent. The key focus was identifying candidates who had built from scratch before, could confidently run technical demos, handle large deals, and bring energy to a growing startup. The vendor targeted A-players, many with strong interest or offers from multiple hot AI startups, and rigorously sold Fixify's vision. They continuously collaborated with the VP and C-level, risk-assessing through every stage, tracking other processes, advising on offers, and navigating salary expectations. Two founding AEs and one founding CS hire were made within 90 days in one of the US’ most competitive talent markets. These hires came from top companies like Amplitude, Orb, and Honeycomb. This effort successfully built out the founding sales and Customer Success teams in the US, enabling Fixify to scale its go-to-market efforts.

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Fivetran, an innovative data integration company, established its EMEA hub in Dublin in 2018 and aimed for hyper-growth following Series B funding. They faced the complex challenge of quickly building Go-to-Market teams across various commercial functions and expanding into key European territories like DACH and the UK. A critical need was to find a single, reliable partner capable of supporting this rapid scale-up while meticulously representing their strong brand and unique culture, all while maintaining a low time-to-hire. To address these challenges, Fivetran exclusively retained an external partner to facilitate rapid scaling across the EMEA region. The partnership focused on supporting the Fivetran team in hiring effectively while upholding their strong cultural values. This involved recruiting for a diverse range of roles, from GM EMEA to BDRs and Solution Engineers, ensuring that each candidate fit seamlessly within the company's ethos. The strategic partnership successfully scaled Fivetran's EMEA team by 10 hires within just 18 months. This expansion was accompanied by significant achievements in diversity, with 70% of new hires contributing to a more varied workforce. Furthermore, 90% of these new hires demonstrated long-term commitment by staying with the company for longer than 12 months, showcasing successful cultural integration and retention. The efficiency of the recruitment process was also evident with an average 1st interview to hire ratio of 4:1.

Project Details

Fal.ai (https://Fal.ai), a generative media platform, was transitioning from a self-serve model to enterprise sales and needed to rapidly expand its Go-To-Market (GTM) team. Despite founders initially handling enterprise deals and some early hires from their network, they faced a highly competitive market in the Bay Area and required a recruitment partner to secure top-tier sales and customer success talent. The vendor collaborated closely with Fal.ai (https://Fal.ai)'s founders to identify the best sources for high-quality, early-stage operators and to define a precise candidate brief, which was approved within 24 hours. They developed a targeted list of 50 companies, crafted personalized outreach strategies, and utilized a combination of warm introductions and cold channels. Consistent weekly review sessions were implemented to maintain alignment, facilitate rapid feedback, and continuously refine the search approach in a challenging market. The first candidate profile was introduced to Fal.ai (https://Fal.ai) within 24 hours of the search commencing. The vendor successfully helped Fal.ai (https://Fal.ai) secure four crucial hires, including a Founding Account Executive, two additional Account Executives, and their inaugural Customer Success hire. This effort resulted in a 100% offer acceptance rate and an efficient 3:2 ratio of CVs sent to first interviews, despite competing against numerous highly funded AI startups.

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Dotfile, a Paris-headquartered FinTech company, was growing and planning a London presence, needing to expand its three-person GTM team beyond founder-led sales. Previous agency partnerships had failed, and LinkedIn ads yielded high volumes of low-quality candidates, creating a critical need for a strategic recruitment partner to define hiring strategies and attract high-caliber talent swiftly. The vendor acted as a strategic advisor, defining the right hiring strategy and ideal candidate profiles for Dotfile’s founding GTM roles across the UK and France. They explored profiles varying in seniority and tracked every candidate's stage, reviewing outcomes at each step. To address the challenge of a lesser-known, Seed stage brand, the vendor positioned Dotfile as competitive by leveraging key differentiators and metrics, ensuring a high-quality, low-volume approach with fast execution. The vendor became Dotfile’s recruitment partner of choice, securing multiple founding GTM roles, including the first on-the-ground AE in the UK, VP Marketing, and Director of Customer Success. A 3:1 CV Sent to Offer ratio was achieved for the founding UK AE role. The search for the UK AE role started and an offer was extended in just 22 days, with 100% retention achieved across all hires.

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Confluent, a real-time data streaming platform, faced significant pressure to scale its Presales and Sales functions across the UK, EMEA, and Benelux ahead of a Series D funding round. Their in-house team struggled to cover a massive variety of roles requiring different skill sets, and the headcount and areas of need were constantly changing as the team scaled. The focus of hiring shifted rapidly, requiring flexible and responsive recruitment. Teem partnered with Confluent in 2018 to support their next phase of GTM growth across Europe. They implemented a tailored headhunt approach, adapting to different cultures and shifting hiring priorities for roles from new business sales “hunters” to Named Account Managers. This comprehensive support spanned sales, pre-sales, channel/alliances, and SDR hiring across the specified regions. During the partnership, Confluent successfully made 8 placements across EMEA, Benelux, and the UK, filling critical roles such as EMEA Sales Managers, Account Directors, Presales/Sales ICs, and VPs of Customer Success/Solutions Engineering. An exceptional 88% placement retention rate was achieved, enduring even six years later. The process also maintained an efficient 5:3 CV to first interview ratio.

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Bryter, a market-leading no-code automation platform built for legal and professional services, had recently secured significant Series A and Series B funding totaling approximately $90 million. This capital injection propelled them into a phase of hyper-growth and expansion into new territories across all Go-to-Market functions. The company faced immense pressure to scale rapidly due to VC backing, further complicated by the changing economic landscape of a global pandemic, and their leadership team was untested in scaling software teams to this magnitude. As Bryter's exclusive Go-to-Market hiring partner, the vendor strategically supported their global expansion. This involved building out core teams in new territories from the ground up, starting with leadership roles. The vendor proactively identified top talent, thinking outside the box for soft skills, and helped build Bryter's brand in unknown target markets using an extensive network. The partnership fundamentally changed Bryter's hiring profile and process while maintaining their remote-first culture. Through this partnership, Bryter achieved significant scaling outcomes, with 46 placements made across Sales, Customer Success, Marketing, Pre-sales, and Operations teams. The process resulted in an impressive 4:1 interview to offer ratio and a high 90% acceptance rate for offers extended. Key hires included outstanding sales talent from leading vendors and the installation of MEDDIC Leadership, reinforcing operations with essential support staff.

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Bitsight, a cybersecurity risk management platform, aimed to scale its business as it entered the UK market in 2017. The VP EMEA needed to build a team of A players quickly while managing his own sales activities. A key initial challenge involved benchmarking salary and commission plans to create a compelling offering for potential recruits. The company partnered with an exclusive recruitment agency to address these hiring needs. The agency first assisted in benchmarking salary and commission plans, enabling the VP EMEA to present a strong proposal to the CEO. Following this, the agency proactively targeted talent within the security and risk markets, identifying experienced representatives capable of articulating complex value propositions to Chief Risk Officers. The partnership proved highly effective, resulting in the successful placement of 11 strong hires across sales, channel, marketing, and CSM roles. These new team members were recruited across various regions, including the UK, France, Germany, Nordics, Benelux, and Australia. The recruitment process demonstrated efficiency with 1.8 CVs submitted leading to a first interview and 4.8 first interviews ultimately leading to a placement.

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Benchling, a $6B unicorn, aimed to support its next growth phase by implementing a best-in-class Go-To-Market (GTM) playbook, particularly focusing on large enterprise revenue. This required transitioning to platform selling, implementing a repeatable MEDDIC motion, and expanding into the world’s largest enterprise accounts. To achieve these goals, Benchling needed to raise its hiring bar, seeking a recruitment partner with access to playbook A-players and the expertise to attract them to a business undergoing a shift toward structured execution. Quality hires were critical across multiple regions without compromising standards, and protecting the leadership team’s time was paramount. The vendor partnered closely with Benchling’s leadership, focusing on building a world-class sales organization, starting with proven sales leaders before hiring high-performing individual contributors. They meticulously crafted a compelling value proposition to attract top-tier, playbook-driven sellers. Their approach involved targeting top performers from high-growth companies and aligning each candidate’s personal drivers with Benchling’s vision, product, and leadership. By moving quickly and aligning these factors, the vendor kept top talent engaged and successfully closed the strongest profiles. As a result, nine placements were made across EMEA and the US. For leadership hires, an impressive 3:1 interview-to-hire ratio was achieved. Multiple A-players were placed in IC roles, some of whom were also in process with other high-growth vendors, demonstrating the quality of talent secured. These efforts enabled Benchling to successfully secure GTM talent capable of driving platform selling, enterprise expansion, and a repeatable MEDDIC motion, with the first of several hires accepted within 5 weeks of the initial brief.

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Appian, a low-code automation platform leader, had expanded globally since its 2017 IPO, establishing itself in digital transformation. Despite a successful sales team with $1M+ earners, newly appointed CRO Mark Dorsey sought to foster a culture of heightened accountability and performance. His immediate priority was to secure strategic leadership, specifically a Senior VP EMEA, to significantly drive ACV growth, build pipeline, and attract top-tier sales talent across the EMEA region. To address this critical need, the vendor engaged with Mark Dorsey in London in late April 2025 to align on Appian’s EMEA growth strategy and the SVP EMEA role. A comprehensive market mapping exercise identified 64 potential candidates, which was then meticulously narrowed to 14 individuals possessing the ideal experience and cultural fit. Interviews were subsequently arranged for late May, culminating in seven candidates advancing to the initial interview stage. Vicky Nisbet was identified early in the search process and, following a compelling initial conversation, efficiently progressed through multiple interview stages, ultimately receiving an offer in under three weeks. This streamlined process enabled Appian to successfully hire a pivotal SVP EMEA in under two months from the initial brief to the final offer. The placement is poised to significantly bolster ACV growth and enhance A-player sales talent acquisition in EMEA.

Project Details

Ambar, a data streaming service, needed to transition from founder-led sales after securing Seed funding. They faced difficulties hiring their first dedicated salesperson, receiving sub-par candidates when attempting to recruit independently. Previous recruitment agencies, lacking SaaS industry familiarity, also struggled to identify high-quality sales talent. This left Ambar with a dwindling flow of suitable candidates and a critical gap in their Go-to-Market leadership. Ambar partnered with Teem, acting on strong recommendations from Atomico’s portfolio companies, despite initial skepticism about agencies. Teem focused on finding an A-player who could drive sales, build a playbook, and scale the founding sales team. The strategy involved introducing candidates with diverse backgrounds and approaches to help Ambar define their ideal fit. Teem’s process ensured a clear understanding of Ambar's expectations for the role and the new hire. Teem successfully facilitated the hiring of Ambar's first dedicated salesperson, accelerating their shift from founder-led sales. The first candidate was introduced within just 1 day of initiating the search. The successful candidate received an offer in only 55 days from the search kickoff. The process achieved an impressive 6:1 ratio for first interview to placement.

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