sales and marketing recruitment

Sales, account management, marketing

Your go-to-market approach is as important as the products that you sell.

Growth companies have limited budgets and little time yet they need to make a big impact.

Every candidate completes a thorough assessment (Values interview, case studies and reference calls) before you receive their bio.

Go-to-market hiring projects begin at 12% of the first year's salary


Kick off your search
IU Group
Tem Energy
My G Work


Every business needs revenue but getting revenue is getting more difficult by the day.

Great salespeople deeply understand their customers, their competitors, and when opportunities exist.

Our interview process is design to uncover deep-seated values as well as past success




Marketing is becoming an increasingly important part of any go-to-market strategy.

From outbound strategies to inbound approaches, the best marketing professionals are deeply outcome focussed and think about the return on investment of everything they do.


Account management

Once you win a customer, it's the account manager's job to ensure they stay happy and that their business grows.

These professionals are fundamentally people people with strong values and a desire to build relationships based on mutual success

Who we’ve hired for


sales and marketing

Getting the go-to-market strategy right is a notoriously difficult problem for growth companies.

You need professionals who can deliver exceptional ROI, build playbooks from scratch, and thrive in uncertainty.

Finding these people are our specialty

Read more about our approach on our blog

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We get to know your business and your mission

Our sales recruiting process requires an understanding of your vision so we can accurately target the right people and sell them your story.

This is why we have an 89% candidate acceptance rate vs 66% for the market

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Building the search strategy

Together, we define who your ideal persona is, where they may come from, and what kind of product have they brought to market.

Salespeople can specialize in different contract values and cycle lengths.

Marketeers need to be able to do more with less, working closely with the sales teams and often carrying quota themselves.


We reach out to candidates with custom messaging.

This is the only way to break through the noise as your competition try to hire the same talent.

  • 90% of our hires have come from personalised outreach as opposed to job board applications
  • One in five candidates we reach out to ends up in a hiring process (three times more than average!)
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We conduct thorough first round interviews.

Before we get into the technical aspects of a candidate's experience, we first ensure that the candidate has the right values and ethics to excel at your company.

Our entire process can be read about here

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Technical assessments

We don't just take the resume for granted, we test the candidates on real-world skills.

For salespeople, we deeply understand their success through carefully calibrated questions designed to uncover true performance

We test their knowledge of their competition, their resolve and how they deal with various objections.

For marketing we dive deep into past campaigns, understanding the outcomes achieved and how data-driven their process was


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We take references early

We believe that references are as important as interviews.

A great way to understand a candidate's skill is to ask their colleagues!

We conduct reference calls early in the process.

Read more about our approach to reference calls here

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We present the candidates

Each candidate goes through an executive search level of diligence before being presented to you.

That way, you save a huge amount of time, interviewing only the very best.

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We make everything else easy

We look after the candidates throughout the entire process, making sure their experience is at an exceptional level, regardless of whether or not they get the job.

Our values

Values are central to our service. We guard our values religiously because they form the basis of what we do.

icons (4) Urgency - every second matters.

The impact of not having that person is not being able to execute to perfection. We will operate as though you expected that person yesterday, we refer to this internally as BERGspeed.

icons (5) Honesty - We believe in confronting brutal facts

If there is anything bocking you from getting that great hire, we will be up front and honest, even if the truth sometimes hurts.

icons (6) Responsiveness - We communicate pro-actively and clearly

We earn our fees by making your search for greatness feel effortless. We will keep you updated proactively and be there on an ad-hoc basis whenever you need us.

icons (7) Vision-driven companies only - we will only source exceptional people

We work only with vision-driven companies, where a new hire isn’t just a number but one more piece of the puzzle.

Frequently asked questions

How much does your service cost?

For short-term startup tech recruiting projects, we charge a flat rate of 12% of each hire's first-year salary.

This declines when the candidate volume is higher


What functions do you specialise in?

Berg Search has startup recruitment professionals with experience across functions.

We split our hiring teams into two practices

  • Product, Tech, and Data
  • Sales and Marketing
  • Central Functions

Our PTD practice contains a number of functional specialists who hire for these roles constantly.

Why is Berg better than a traditional recruitment agency?

Berg Search believes in long-term relationships, great service, and fair pricing.

  • Berg Search is as much as 50% cheaper than traditional afencies and in some cases cheaper than a 100% internal talent function as well
  • Recruitment partners represent your brand to candidates. Some recruitment agencies are opaque about how they interact with candidates which could risk your employer brand.  We record every single interview and make it available to you. This leads to ultimate transparency
  • We focus specifically on growth companies because the mindset required to be successful in startups is fundamentally different. Most traditional agencies are used to traditional companies because there is a lot more of them!
  • Berg Search shares all our processes because our goal isn't to profit maximise, it's to help you become great.

What types of companies work with Berg Search?

Berg Search works almost exclusively with growth companies. This is because the types of people who succeed in growth companies are very different from those who succeed in enterprise companies.

We believe in specialising our interview and assessment approach to those specific candidates.

Let's connect

If you have any questions, please feel free to schedule some time with us