We’re a specialist sales recruitment agency working with technical, industrial and commercial businesses across the UK. Founded in 2009, we’ve spent seventeen years recruiting salespeople into sectors where commercial fit matters as much as sales experience.
Our consultants are based in Birmingham, Manchester and Glasgow, with active candidate networks across Scotland, England and Wales. Whether you need a single senior hire or sales staffing for a whole new team, the work is the same: a brief built around how you sell, and a shortlist of people who fit it. Recent examples include three Business Development Managers for PayProp across Scotland, London and the North West, one of whom became the company’s top performer; a national field sales team of eight for Brawn Power, built from scratch; and a Sales Director for Gartsherrie Engineering who went on to become its Managing Director.
Hiring a Sales Director, Head of Sales or Commercial Director? See our sales director recruitment service.
Most sales hires don’t fail because the candidate was wrong. They fail because the role was never properly understood — by the recruiter, or the hiring manager, or both.
We work differently. Before we approach the market, we build a brief around how your business actually sells: your customers, your route to market, your sales cycle, your pricing, the kind of buyer your salespeople will sit in front of. The shortlist follows from that.
Three or four candidates who fit, not eight who fill a CV pile.
Sales recruitment isn’t one job. Selling specification into building products distribution is nothing like selling SaaS to a CTO. Selling capital equipment into manufacturing is nothing like selling FMCG into the grocery multiples.
Our consultants have spent years inside these markets. Whatever sector you sell into, we’ll know your market before the first call.
Most agencies send you CVs. Sales Recruit UK sends an assessment. Every candidate we shortlist is scored against six brief-specific dimensions drawn from the conversation we have with you at the start of the search — and the score, the consultant’s commentary, and the candidate’s full work history all arrive in one consistent format we call the SRUK CV.
A four-candidate shortlist becomes a thirty-minute review rather than an afternoon. The result is the visible difference between a stack of CVs and a structured shortlist.
We stay close to candidates from the brief through to start date — interviews, feedback, offer management, counter-offers, the work that protects placements through the gap between final-stage and signed offer.
