Clear timelines
You receive your first relevant candidates within the first 7–14 days.
HR24 · recruiting agency
How we recruit sales specialists and sales leaders
We don’t build hiring around a stream of CVs. We turn it into a managed process with clear criteria, from the role profile to the candidate’s first day at work.
Three-factor candidate assessment
We look beyond experience and the CV to test a candidate’s ability to sell and to adapt to a new market.
- 01
Structured interview
On a Zoom call we go through the candidate’s real cases: how they sold, negotiated, handled objections, hit targets and influenced revenue.
- 02
Behavioural AI assessment
We use AI to assess the candidate’s answers, communication style and behavioural patterns: how they make decisions, respond to difficult questions, argue their position and act in situations close to real sales.
- 03
Digital footprint analysis
We review the candidate’s career history, digital profile, professional reputation and signals that a standard interview won’t reveal.
You get more than a CV: you get a clear analytical profile of the candidate to base your decision on.
Why is it hard to find a strong hire in a new country?
Outdated hiring approaches
Local hiring templates ignore candidate expectations, market specifics and the competitive landscape of another country.
Experience is assessed, adaptability is not
A strong CV doesn’t guarantee that a candidate can sell in a new context, to a different audience and in a different business culture.
The candidate’s real motivation is overlooked
Money, stability, status, work format and growth prospects carry different weight in different countries.
The job ad doesn’t reflect the role
As a result, the wrong candidates apply, or none of the strong ones apply at all.
No clear success criteria
The search turns into guesswork: the hiring manager goes on gut feeling instead of a clear assessment model.
No support after the candidate starts
Even a strong specialist can burn out quickly if the offer, expectations and onboarding were not set up properly.
That’s why we don’t build hiring around a stream of CVs. We turn it into a managed process with clear criteria.
Our approach to recruitment
We understand sales, not just recruiting
We assess candidates through real results, their contribution to sales negotiations and the commercial goals of the business.
We specialise in revenue roles
We focus on positions that drive revenue directly: sales, business development, key account management and commercial leadership.
We search actively instead of waiting for applications
Most strong sales specialists aren’t actively looking for a job. We reach them directly through headhunting and professional channels.
We run a three-factor assessment
We check experience, negotiation skills, motivation, work style, professional reputation and behavioural profile.
We keep the process transparent
You always know which stage the search has reached, who has been considered, what candidates expect and why the market may not accept your terms.
We show you only strong finalists
You don’t spend time on dozens of candidates, only on relevant finalists.
How recruitment works
- 01
We build the candidate profile
We clarify goals, KPIs, the type of sales, the market, candidate motivation and onboarding requirements.
- 02
We launch an active search
Direct headhunting, outreach to passive candidates and the professional channels where strong specialists can be found.
- 03
We run a three-factor assessment
We check achievements, negotiation skills, motivation, work style, digital footprint and professional reputation.
- 04
We present the finalists
For each candidate you receive a CV, a video interview, an analytical profile and an assessment of key competencies.
- 05
We support the candidate’s start
We help agree the offer and make sure the new hire starts successfully.
What you get
Not dozens of raw CVs, but 1–3 finalists you can make a confident decision on.
- A fit for the role and your company culture
- Passed our three-factor assessment
- Able to deliver sales results
For each finalist you receive a CV, a video interview, an analytical profile, an assessment of key competencies and a recommendation on next steps.
Not sure what role, terms or salary range to offer?
We’ll run a free audit of your vacancy and the market: who you can realistically hire in your country or niche, what keeps strong candidates from applying and which recruitment format will work best.
We reply during Bangkok business hours (UTC+7)
Easy to work with
Guarantee
Our core formats include a free candidate replacement within the agreed period.
Fast start
We start the search within 24 hours of signing the contract and receiving the advance payment. The format and fee are agreed upfront.