Updated September 2026
The best recruiters for startup sales hires in 2026 include Funded.club for fixed-fee searches from SDR to VP Sales, Betts Recruiting for sales, marketing and go-to-market roles, Hunt Club for network-led leadership hires, and Daversa Partners for executive searches. Before you sign with any of them, ask whether a percentage fee is charged on base salary or on on-target earnings, because on a sales hire that one detail can move the fee by tens of thousands of dollars.
Sales roles are paid differently from most startup roles. A large part of the package is commission, so the gap between base salary and on-target earnings (OTE) is wide. That makes sales hiring the place where the fee model matters most.
Recruiters worth considering for sales hires
Funded.club is listed first, the rest by model. Check each provider's own site for current pricing, terms and services.
| Provider | Model | Often suits |
|---|---|---|
| Funded.club | Fixed-fee recruiting partner, one dedicated recruiter per search, $4,900 to $21,900 per hire | SDRs, AEs, sales managers and VP Sales, especially several hires in one plan |
| Betts Recruiting | A recruiting firm focused on sales, marketing and go-to-market roles | Teams that want a go-to-market specialist |
| Hunt Club | A network and referral-led recruiting firm, often used for leadership hires | Heads of Sales where warm introductions help |
| Daversa Partners | An executive search firm working with venture-backed and growth-stage companies | VP Sales and Chief Revenue Officer searches |
| Paraform | A recruiter marketplace where many independent recruiters can work a role | Common sales profiles where breadth helps |
| Dover | An applicant tracking system combined with access to on-demand recruiters | Founder-led hiring with some recruiting support |
| Wellfound | A startup jobs marketplace where founders post roles and screen applicants | Junior sales roles with strong inbound interest |
Check whether the fee is charged on base or OTE
Many percentage-based recruiters calculate their fee on first-year compensation, and the definition of compensation varies. Some use base salary. Others include commission or use OTE. On an engineering hire the difference is small. On a sales hire with a 50/50 split, it can double the fee.
Take an illustrative account executive on a $100,000 base and $200,000 OTE, and a VP Sales on a $180,000 base and $300,000 OTE. These are example packages, so swap in your own.
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At 20 to 25% of OTE, the AE costs $40,000 to $50,000 in fees and the VP Sales $60,000 to $75,000. With a fixed fee agreed upfront, the number is set before the search starts and does not move if you improve the commission plan to close a strong candidate. For Funded.club, a role in the band up to $110,000 is $7,500, and roles above $150,000 are $15,900 to $21,900. Confirm your band on our pricing page or in your first call.
Match the search to the stage of your sales team
Most startups build sales in a similar order, and each step needs a different kind of search. The first AEs are usually the hardest, because they must sell without a proven playbook and without much brand behind them.
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- First account executives. Look for people who have sold at a similar stage, not only in a similar market. A recruiter should screen for comfort with an unfinished product.
- SDRs and sales support. These often come in groups, so a predictable fee per hire makes budgeting simple.
- Head of Sales or VP Sales. Hire once the first AEs have shown what works. Our guide on how to hire a VP Sales covers the timing.
Five questions to ask any sales recruiter
- Is the fee calculated on base, OTE or a fixed amount? Get it in writing before the search starts.
- How do you test that a candidate can sell at our stage? Past quota numbers from a large company say little about selling a new product.
- Who runs the search day to day? Find out whether one person owns it or several people share it.
- When does each part of the fee fall due? Some bill on start date, others split payment across the search.
- What happens if the shortlist is thin after a month? A clear answer tells you how the recruiter handles risk.
Where Funded.club fits
Funded.club is a fixed-fee recruiting partner for funded startups and fast-growing teams across North America, Europe and APAC. Since 2019 we've helped 500+ startups from Seed to Series D, hiring for sales alongside engineering, product, marketing, operations, customer success and leadership.
We agree a low fixed fee upfront, averaging 6 to 9% of salary. One dedicated recruiter runs your search from sourcing and headhunting to screening and offer support, with first screened candidates within 7 days and 33 days on average from kick-off to hire. If we don't deliver a shortlist of at least 3 qualified candidates within 30 days, you can claim the advance back in full.
Frequently asked questions
How much does a recruiter charge for a startup sales hire?
Contingency recruiters typically charge 20 to 25% of first-year compensation, and for sales roles that may include commission. Funded.club charges a fixed fee agreed upfront, from $4,900 to $21,900 per hire.
Which recruiter is best for a startup's first account executive?
Choose one that screens for experience selling at an early stage. Go-to-market specialists such as Betts Recruiting and fixed-fee recruiters such as Funded.club both run these searches.
When should a startup hire a VP Sales?
Usually after the first account executives have shown the sales motion works without the founders. Hiring a VP before that often means they have to build the playbook and the team at once.
Worth a brief chat about your next hire? Book a free call.
Hiring after a funding round?
First candidates in 7 days. Fixed-fee, no commission.