Great Startups Aren't Built on Guesswork
After 20 years in sales and startups, we noticed a pattern...
Early-stage founders STRUGGLE to hire and keep executive Sales and CS leaders.
We imagined what it would feel like to have a hiring process that actually worked powered by a collaborative, human, and intentional approach… and then built and validated the process below to make it real.
Created by startup Sales and CS leaders to help early-stage founders hire them.
1
We Get to Know You and Your Business
No two startups or leaders are alike and neither are their growth goals. The first thing we do is lean into the power of discovery.
This is not your average half-baked “intake meeting” – together, we peel back the layers to pinpoint exactly what you need, who, and why it matters for your startup. Ensuring every person you interview is worth your time.
02
We Tell Your Story Like You Would… or Better
Our go-to-market strategy combines all the juicy bits and pieces from the discovery process to tell your startup's story magnetically and with integrity.
Leveraging our robust network while not being afraid to knock on new doors ensures we bring you only the right Sales or CS leaders with the 'DNA' and track record to help you grow and thrive.
Our recruiting outreach has been described as "the best way I've ever been approached!" We celebrate the long-game mindset and how your brand is represented in the marketplace is a top priority.
03
Say Goodbye to Questionable Stacks of Resumes
Life as a founder is BUSY. We're here to make your life easier, not harder.
Our multi-step candidate process ensures you only spend time with a handful of fully vetted leaders who have the skill to do the job well, the will to do the work required (startups are hard), and are leaned in and excited to dig in.
We do ALL of the heavy lifting for you – with in a level of detail you’ve likely never seen before. You'll be prepared to have productive interviews through our strategy sessions, hiring scorecard and thoughtfully crafted profiles.
04
We’re Your Personal Concierge Every Step of the Way
We don’t sit back with our fingers crossed once you're interviewing our candidates.
You'll never be left in the dark or be solo to figure out "how to." We bridge the communication gap by sharing trends, compensation data, offers, candidate experience tips, risks/solutions, interview guides, onboarding best practices, and more. We deliver this through our robust data reporting, detailed market analysis, and weekly strategy sessions.
Experience means a lot to us, and we take it seriously to ensure no one is left behind. Because that’s what it takes to hire the best... it's also one of the reasons why we have a 98% offer acceptance rate.
05
We’re Here to Support You After the Hire is Made
Our work doesn’t stop once you’ve selected "the one."
We handle this critical leadership hire with kid gloves, keeping your newest addition to the team engaged and closely connected all the way through the resignation process, onboarding process, and beyond.
You've got this and we got you!
After months of unsuccessful recruiting efforts from our internal team, ATP delivered three perfectly qualified candidates – all with the type of professionalism and responsiveness you desire from vendor partners but rarely get.
Jeremy Schultz, President, Modus
What to Expect When You Work With Us
Vetted All-Stars ONLY
Your time is incredibly valuable and it’s why we insist on presenting you with a small, curated selection of highly-qualified and well-vetted candidates to consider. We will not send you on a wild goose chase.
Your Brand Shines
We make sure each candidate walks away feeling good about their experience and that your brand shines at all times. After all, they could be your next customer, source of referral, or the person interviewing you in the future!
100% Transparency
Let’s face it, nobody likes to read the tea leaves. No matter where we are in your search or how difficult it might get, you’ll know exactly where you stand, how the market is responding, and what to expect next at all times.
The 98% interview-to-hire ratio we achieved working with ATP was astounding – unlike anything I’ve experienced working with other sales recruiting firms. We wouldn’t be scaling the business at the rate we are without them.
Scott Schwartz, SVP of Sales & Marketing, HHAeXchange
What We Do Best:
Whether you need to hire an enterprise seller, sales leader, or to build out an entire enterprise sales team, we’re here to help you get it right the first time around.
We speak the language of sales fluently and know how to translate it into the talent marketplace for each role below:
- Head of Sales
- VP of Sales
- SVP of Sales
- CRO
- Revenue Operations/Sales Operations/Enablement Leadership
- VP+ Customer Success
Whether you’re trying to figure out who to hire, when to hire, cleaning up the nasty effects of a mishire, or have a question about how we work, get in touch and let’s dig into the details together. We believe in the power of conversation!
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