Business Development
BDMs and new business specialists who can open doors in complex, relationship-driven markets, then convert them with patience and precision.
Discuss this hireSales Recruitment
Revenue talent with the maturity to hold a number.
Great sales hires build trust, manage complex relationships, and deliver against targets consistently, not just in a good quarter. WatersEdge finds people who sell with discipline, not just enthusiasm.
Where We Place
Sales roles we recruit across.
WatersEdge supports revenue hiring from individual contributor level through to VP and Director appointments.
Account Management
Account managers who grow existing relationships, protect revenue, and are trusted by clients as long-term commercial partners.
Discuss this hireSales Leadership
VPs of Sales, Heads of Sales, and Sales Directors who can build process, coach teams, forecast accurately, and own a number they can defend.
Discuss this hireCustomer Growth
Expansion and upsell specialists who work inside the customer base to grow revenue without compromising relationship trust.
Discuss this hireHow We Assess
What we look for beyond the numbers on the CV.
Sales CVs are easy to inflate and hard to verify without the right questions. Our assessment process goes deeper than track record.
Pipeline Discipline
We look for evidence of structured sales process: how candidates build, qualify, and move opportunities without leaning on volume or luck.
Relationship Maturity
Specialist markets are small. We assess how candidates build trust over long sales cycles and manage relationships across complex stakeholder maps.
Accountability
We probe track record properly, including the misses, not just the wins. The best sales hires understand their numbers and can explain the variance.
Retention Signal
Sales people move frequently. We assess motivations carefully to surface candidates who are joining for the right reasons and are likely to stay.
Why Sales Search Is Different
The gap between interview performance and actual output is the biggest risk in sales hiring.
- Sales talent is easy to find and hard to assess: the gap between interview performance and actual output is enormous
- Specialist and B2B sales require relationship maturity that cannot be screened from a CV
- High-performing salespeople are not job hunting; they need to be found and engaged carefully
- Sales leadership appointments carry multiplied risk: a poor sales leader compounds the problem across the whole team
Sales IntelligenceAssessed, not assumed.
We probe track record properly, misses included, and assess retention risk before we recommend.
Start A Sales Search
Find the revenue talent your team actually needs.
Send the brief: role, market, stage, and what the last hire got wrong. We will come back with a clearer path to the right person.
Deep market intelligenceDiscreet senior searchRigorous fit assessmentHires who stay.
Send a Brief