What happens on the first call?

Thirty to sixty minutes on the role, your stage, the market, who you sell to, the sales motion and what success looks like in your environment. You leave with our view on the profile and the market.

How quickly can you start?

The search can begin the same day as the completed intake.

How quickly will we see candidates?

Across searches, the ideal candidate is identified within an average of ten working days after intake. That is an average across searches rather than a fixed delivery date for any single role.

Do you work contingent or retained?

Both. Contingent, success-based search is the default for individual-contributor GTM hiring. Retained, exclusive search is used for senior, business-critical or confidential appointments.

Which markets do you cover?

The US and EMEA, with established placement history across the US, UK, France and Germany.

What happens after we book?

The initial conversation establishes the brief and whether Tipped is the right search partner for the hire — including when the honest answer is that we are not.

Start a GTM search.

Sales, Pre-Sales, Post-Sales and Leadership search for venture-backed SaaS and AI companies across the US and Europe.

Choose the search model

The default for individual-contributor GTM hiring. The fee is success-based — you pay on a successful placement.

SDR · Account Executive · Solutions Engineer · Customer Success · Account Management

Book a call

30–60 minute initial conversation

Intake today. Search starts today.

Prefer email? hello@tippedrecruitment.com

Recent search

Cursor — first EMEA sales hire

7 days

Successful candidate introduced within seven days of the search starting.

The Tipped search

See what a Tipped search actually looks like.

Explore how we search, assess and introduce candidates.

View 01 · The search

We map the market.

Intake
Tipped-led
Market map + interviews
Tipped-led
Candidate introductions
Tipped-led
Your interview process
Client-led — timelines vary by process
Close
Offer structure and close, supported by Tipped

10 working days

Average to identify the ideal candidate after intake. Total time to hire depends on your interview process.

View 02 · The interview

Every candidate is assessed live.

70 / 100

Minimum submission threshold

Candidates who do not reach 70/100 are not submitted to the client.

Illustrative assessment

Not a real candidate

82 / 100

070 · submission threshold100

Candidates who do not reach 70/100 are not submitted to the client.

13 dimensionsScored to 10070 minimum to submit

01Coachability
02Curiosity
03Work Ethic
04Intelligence
05Challenger Profile
06Prior Success
07Creative Problem Solver
08Personal Development
09Passion
10Preparation
11Adaptability to Change
12Individual Competitiveness
13Brevity

A structured interview scorecard, not a psychometric instrument. Individual dimension scores and internal weighting stay confidential.

Live role play

The interviewer becomes the prospect. The candidate opens the call, runs light discovery, understands the problem and creates enough relevance to earn a next meeting.

Self-diagnose → receive coaching → run it again.

Inside the interview

The score comes from a structured interview. A few of the prompts.

Coachability

“How do you think you did?”

Asked immediately after a live role play.

Prior success

“Where did you rank?”

Headline performance is the start of the conversation, not the end.

Commercial judgement

“Tell me about a time you changed how a customer thought about their problem.”

Part of the deeper interview method, not a separate scored dimension.

9 prompts in this sample of the interview. The full method goes deeper.

We assess what happens between the questions too.

Were they prepared?
Were they on time?
Did they research the interviewer?
Did they ask intelligent, layered questions?
How quickly did they return deliverables?
Did they push the pace of the process?
Did they take notes during coaching?
Did they ask useful follow-up questions?

We validate beyond the interview.

Reference conversations may include asking former managers to rank Coachability, Curiosity, Intelligence and Work Ethic — and to explain why. Where appropriate, we also verify performance context and claims through references. Not every reference conversation follows an identical script.

View 03 · The introduction

You get the evidence, not just the CV.

Illustrative candidate introduction

All details illustrative

Identity hidden

Name

Identity hidden

Enterprise Account Executive

London

82 / 100

Tipped assessment · submission threshold 70

Recommended for interview

Summary

A mid-senior enterprise seller from a complex B2B software environment, assessed live against the brief. Introduced with the evidence behind the performance claims, the context for the move, and the areas we would test in your process.

Background and character

Career background: enterprise new-logo selling into technical and economic buyers.
Next move: a smaller commercial team with more ownership of territory and narrative.
Relevant education and languages captured where they matter to the brief.
Distinctive background or interests noted only where genuinely relevant.

Sales performance and system

Figures illustrative

Annual quota: Illustrative
Attainment: Illustrative
Typical deal size: Illustrative
Segment: Enterprise
Buyer: Technical + economic stakeholders
Motion: New-logo / complex B2B

Evidence we capture

Performance across recent years
Deal sizes and cycle shape
Segment and buyer group
Sales motion
Evidence mapped to your specific brief
Brands and deals where appropriate and verifiable

Why they’re interested

What resonated about the opportunity, in their words.
What they want from the next role.
Availability, notice period and process timing.
Competing processes where relevant.
Any critical requirement you should know before interviewing.

Compensation expectations shared with client.

What we like

+ Executive discovery
Evidence of changing buyer perspective rather than relying on feature pitching.
+ Self-generated pipeline
Evidence of creating pipeline rather than only inheriting demand.
+ Learning velocity
Strong evidence of self-directed learning and improvement.

What we’d probe

– First-in-region evidence
Limited evidence of creating a territory from zero.
– Technical depth
Credible baseline, but implementation depth should be tested further.

Tipped view

Recommended for interview.

Strong evidence against the core brief. The principal risks are explicit above so they can be tested during the client process.

Illustrative structure only. The role, location, score, performance fields, strengths and risks above are examples of what the introduction contains — not a real candidate, and not a candidate Tipped has submitted.

Selected clients

Proof

We’ve done this before.

Cursor

First EMEA sales hire

7 days

To successful candidate introduction.

Unitary AI

Commercial team build-out

5 placements

Within five months.

Ready to talk about the hire?

Pick a time. We’ll talk through the role, market and what we’d recommend.

Book a call

Prefer email? hello@tippedrecruitment.com

Buying questions

Before you book a call

What happens on the first call?: Thirty to sixty minutes on the role, your stage, the market, who you sell to, the sales motion and what success looks like in your environment. You leave with our view on the profile and the market.
How quickly can you start?: The search can begin the same day as the completed intake.
How quickly will we see candidates?: Across searches, the ideal candidate is identified within an average of ten working days after intake. That is an average across searches rather than a fixed delivery date for any single role.
Do you work contingent or retained?: Both. Contingent, success-based search is the default for individual-contributor GTM hiring. Retained, exclusive search is used for senior, business-critical or confidential appointments.
Which markets do you cover?: The US and EMEA, with established placement history across the US, UK, France and Germany.
What happens after we book?: The initial conversation establishes the brief and whether Tipped is the right search partner for the hire — including when the honest answer is that we are not.