Expertise
Tech sales recruitment across the US and UK
Tech sales is not one candidate market. It is a spectrum, and sellers do not slide freely along it.
Technology sales recruiters for B2B software and AI companies — from first sellers to enterprise teams, in New York, San Francisco, London and across EMEA.
The tech sales spectrum
Move the indicator — a hiring framework, not research data
Transactional
Complex /
technical
Reading: Transactional
Velocity sellers
Deal cycle
Days to a few weeks
Buyer seniority
Team lead, single owner
Technical depth
Product demo fluency
Stakeholder complexity
One or two people
Commercial complexity
List price, fast close
Self-generated pipeline
Inbound and SDR-fed
A seller succeeding in one environment does not automatically transfer to another.
High-volume, fast-cycle selling. Real skill: discipline, activity and consistency. Success here says very little about whether someone can hold a room of technical buyers for two quarters.
- 300+
- GTM placements across the tech sales spectrum
- US + EMEA
- Sales hiring in both regions, from London and New York to the West Coast
- 10 working days
- Average to identify the ideal candidate for a search
Technology sales hiring has separated into two markets. One is volume: transactional software, large SDR floors, high churn. The other is specialist: complex products, technical buyers, long cycles and small teams where a single bad hire costs a quarter.
Tipped works in the second. Every search is for a venture-backed B2B software or AI company where the seller has to be credible in front of a technical audience.
Roles we cover
- SDR and Sales Development
- Including first SDRs and the leaders who build the function.
- Account Executive
- Founding, mid-market and enterprise sellers.
- Enterprise sales
- Multi-stakeholder, procurement-heavy deals with technical evaluation.
- Solutions Engineering
- Pre-sales engineers who own the technical win.
- Sales leadership
- Team leads, VP Sales and CRO.
Both markets, one partner
Around 40% of our placements are in the United States, across the East and West Coasts, and around 60% across EMEA, primarily the UK, France and Germany. Companies expanding in either direction do not need to appoint separate agencies on each side of the Atlantic.
That also means compensation benchmarking is grounded in what candidates are actually accepting in each market, rather than a converted number from the other one.
Assessment, not CV matching
Shortlists come with a written rationale against the intake: what the person has sold, at what ACV, into which buyer, with what support around them, and why that maps to your environment. Where it does not map, we say so.
Proof
Cursor
Tipped helped Cursor make its first EMEA sales hire, with the successful candidate introduced within seven days of the search beginning.
Read the case study- 7 days
- From search start to introducing the successful candidate
- First
- EMEA sales hire for the business
Selected clients
- Cursor
- Planhat
- Branch
- Unitary AI
- Sweep
- Anima Health
- FullStory
- Acoustic
- Optimizely
- VertoFX
Ready to talk about the hire?
Tell us the roles, the markets and the stage. You will get a straight answer on whether we are the right partner, and a market view either way.