For employers
Early sales hires, matched to how you sell.
We work with founders of early-stage technology and AI companies in New York City and the Northeast who are building a first sales team or making an important early sales hire.
Who we help
- Founders making their first dedicated sales hire.
- Early teams adding SDRs, BDRs, or account executives after initial traction.
- Teams building or growing an outbound sales development function.
Roles
The roles we recruit for.
We recruit for sales roles only, at early-stage technology and AI companies.
SDRs and BDRs
The people who start conversations. We look for SDRs and BDRs who research accounts carefully, write and call with judgment, handle rejection well, and report honestly on what the market is telling them. On early teams, this hire often helps shape the outbound process, not only run it.
Account Executives
Sellers who can run a full cycle with limited support: generating some of their own pipeline, leading discovery, managing deals to close, and writing down what they learn. We match an AE's experience to your buyer, deal size, and sales cycle.
Stage-sensitive hiring
What hiring for your stage means in practice.
There is no single right sales profile for every startup. The best hire for a seed-stage company selling to small teams can be the wrong hire for a company running long enterprise deals. These are the questions we work through with you.
- Working with limited structure
- Early sellers often build the process as they go. We look for evidence that someone has created their own pipeline, worked without extensive enablement, and stayed effective when priorities changed.
- Matching experience to your selling motion
- Selling a quick, low-cost product is different from running a multi-stakeholder deal over several months. We match a candidate's experience to your buyer, deal size, and sales cycle, not to a generic profile.
- Defining what the role actually needs
- Before searching, we separate requirements from preferences and get clear on what this person will own in their first months. A well-defined role leads to better conversations on both sides.
- Evaluating ownership, communication, and judgment
- We ask candidates to walk through real deals and decisions. We listen for how they think, how clearly they communicate, and what they take responsibility for.
- Protecting your time
- You won't receive a long list of loosely matched resumes. Each introduction comes with enough context for you to decide quickly whether a conversation is worthwhile.
How we work
A clear process, with you involved throughout.
Step 1
Understand the hire
We start with your company: what you sell, who buys it, how deals happen today, and what this person needs to own in their first months. Together we define the role before the search begins.
Step 2
Find and assess candidates
Jerrell searches across networks and backgrounds, speaks with candidates directly, and assesses sales experience, communication, and fit for your stage and selling motion.
Step 3
Introduce a focused shortlist
You meet a small number of relevant candidates. Each introduction comes with context on their background, what they're looking for, and questions worth exploring.
Step 4
Support interviews and the decision
We help coordinate interviews, gather feedback from both sides, and support you through the offer. The hiring decision is always yours.
Working together
What you can expect from us.
One point of contact
You speak with Jerrell throughout the search.
Clear, regular updates
You'll hear how the search is going, what candidates are saying about the role, and anything that suggests the role or pitch should change.
Candidates who know the opportunity
We discuss your company and role with each candidate, and get their agreement, before introducing them to you.
Context with every introduction
Background, motivations, what the person is looking for, and open questions worth exploring in your interview.
Your decision
We share what we've learned and help you weigh feedback. The final hiring decision is always yours.
Questions
Common questions.
What roles do you recruit for?
SDRs, BDRs, and account executives at early-stage technology and AI companies. We focus on these roles only.
Where do you work?
Our primary market is New York City and the Northeast United States. If your role is remote or based elsewhere, get in touch and we'll tell you plainly whether we're a good fit.
How does an engagement begin?
With an introductory call about your company, the role, and what you need from the hire. If we both want to proceed, we agree on terms in writing before the search starts.
How are fees discussed?
We recruit for permanent roles on a contingency basis. Fees and terms are discussed privately during the introductory call and confirmed in writing.
Hiring inquiry
Prefer to write first?
Send a few details about the hire and Jerrell will reply by email. Only the basics are needed to start a conversation.
You can also email Jerrell@whitneysearchgroup.com.
Ready to talk about the role?
Book an introductory call to discuss your company, the hire, and how we would approach the search.