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Looking for Talent?

What we solve



🌀

Too much or too little interest

❌

Quality & conversions

✔️

Access to passive top performers

đź’ž

GTM scalable processes


Who you are working with


62k

Niche followers in network

30k

1st sales & founder connections

500+

Sales rep & exec testimonials

15k

Followers on IDR business page

Destiny herself does the majority of our recruiting and “it’s a job I’ll do until I retire"

"I’m obsessed with building value within a niche community and love talking to fellow sales and operators about their proactive growth plans. I genuinely love this community & sales/startup game and spend 90+ hours a week networking with reps, executives and founders to align expectations & timeline with the best out there.”

- Destiny Brandt, Founder & Sales/Executive Recruiter

Our Network vs. Yours





Believe it - you're already spending thousands on recruiting




"We don't use recruiters"

The basics of our model

FREE

It is always free to interview our candidate referrals, you only make an investment if you choose to hire.

Candidates

We pride ourselves on our pool of passive top performing sales talent. We are only as good as the candidates we can curate for you!

Investment

Our fee is 25% of the candidates annual starting base salary.

Guarantee

We guarantee our candidates will exceed expectations within 60 days after hire.



Why IDR?


Here's how we're different from your normal "recruiter"

Outbound

Our outbound utilizes video tools with a value based approach to best be a walking, talking billboard for your company.

Sales

We specialize in sales talent and know exactly what to look for in a sales profile.

150+ Partnerships

GTM SaaS is our bread and butter, with experience in all stages of funding.

Vetting

We spend the time vetting & debriefing all of our candidate referrals to make sure they are qualified beyond what a resume might show.



Why IDR?
Other external agencies vs. IDR Recruiting Cadence


Working with us is risk-free, with huge ROI potential

It is always
FREE...
  • to review resumes

  • to interview our referrals

  • for us to do all the scheduling, candidate debriefing, securing the WIN

  • to engage in our services so we can be a walking talking billboard for you and attract the best of them
Our candidates
all come with...
  • a track record of $uccess selling into your buyer, at a similar stage of organization

  • a self-sourced lead list, and at least 5-step drip campaign/sales cadence - you know they understand who to sell into, and the problems your company solves before you even meet them
You only make the
investment when...
  • you know our candidate is better than anyone you can source on your own

  • you feel confident the rep will make you $$ and make you look good. With no pressure to hire right away, we keep talent engaged while you interview

  • you are certain our fee of 25% of their starting base annual salary will be just a fraction of the revenue they will generate for you

We're able to do things your internal team can't


Proactive > reactive recruiting

Interviews & Outreach

Internal
  • One and done interview process
  • Same candidate pool as us
  • The best candidates will apply on their own
It's Destiny Recruiting
  • We perform six interviews for one submittal
  • Our candidates are passive & wouldn't apply directly
  • Our search process is roactive in outreach
  • As a neutral 3rd party we can build pipeline from competitors
Admin

Internal
  • Deb from HR will have to get this done
  • If not HR, someone else within the organization will have to spend their time away from their main duties
It's Destiny Recruiting
We handle it all:
  • Scheduling
  • HR services
  • Helping build interview questions
Interview Prep

Internal
  • None/Some
It's Destiny Recruiting
We make sure:
  • They take it seriously
  • They will raise the bar
  • You don't waste time with losers
Interview Debrief

Internal
  • None/Some
It's Destiny Recruiting
We always:
  • Proactively understand candidate experience
  • Defend the deal for ideal candidates
  • Weed out people not taking it seriously
Weekly check-in

Internal
  • Just hope the hire will provide feedback directly
  • If they fail, it must just have not meant to be
It's Destiny Recruiting
Throughout the first 120 days we:
  • Collect feedback proactively
  • Ensure success and good fit
  • Focus on accountability
  • Provide insights
Ask questions like:
  • How are you doing?
  • What support do you need?
Future opportunities

Internal
  • The hire has been made
  • Back to your normal job, Deb!
It's Destiny Recruiting
  • Continue to build pipeline for forecasted roles

Our process focuses on making sure we do the work before, during, and after the hire


Before
We network with passive reps who:

  • Work at your competition

  • Have experience working with your buyers

  • Solve similar problems at a similar size & stage of org
During
We prep & debrief after every interview:

  • Providing you intel

  • Defending rejections

  • Securing the offer & confirming candidates end other interviews, close their open to work, and start onboarding
After
We meet 2x-10x over the first 90 days

  • Keeping reps accountable for activity, ensure that they're managing up & optimizing workflow

  • Offering insights into tools, vendors, and content to help build sales & automation workflows

Our ongoing relationship with placed talent


Protecting your investment & our guarantee




Protecting your investment Our ongoing commitment



We vet talent using a quantifiable, repeatable, bias-free method



We make sure candidates can prove how they have:
  • Made their company money

  • Saved their company money

  • Improved something while there


Talent Matrix, Skills Index & Building a winning bench
We know grit

We know the importance of soft skills

Soft skills are the name of the game in sales recruiting, that is why we love supporting these teams and recruiting for these roles.
When it comes to soft skills, below are some of the most important things we look for in an ideal candidate:

  • Relationship skills
  • Trust building skills
  • Curiosity
  • Grit
  • Persuasive
  • Adaptability
  • Empathetic
  • Emotionally intelligent
  • Growth mindset
  • Hunger / drive
  • Storytelling
  • Strong communication and genuine rapport building
  • Active listening skills
  • Culture fit
  • Solutions oriented
  • Positive
  • Big picture mentality
  • Integrity

Making lasting & luctrative partnerships between sellers and orgs

We focus on making sure candidates & companies are fully aligned between:
  • Product

  • Buyer expertise

  • Stage of org

  • Sales methodology

  • Personality

  • Expectations

  • Vision & goals

  • Communication style

  • Collaboration style

  • Are actively interviewing with intentionality


We focus on only the best of them


All Star Sellers
The best of the best:

  • Work at your competition or have experience working with your buyers
  • Startup founding GTM experience
  • Proof of success
  • Have met 5x in the last year, some 20x+ and in person
  • Trust us to vett and curate jobs for them
  • Are actively interviewing with intentionality
  • Sales psychopath
  • Potentially placed reps (we have referrals from their SVP/Founders, sales leaders)
Great Sellers
Better than most:

  • Experience in similar buyer & stage of org

  • Have met 1x-2x this year

  • Passive & performing

  • Not as many screenshots or social proof as an All Star Seller

  • Still a sales psychopath
Good Enough Sellers
They'll still impress:

  • Experienced in tech and SaaS

  • Provide stories/examples of how they can run the sales cycle

  • Still great reps, just not from an immediate competitor or exact buyer experience

  • Limited screenshots or "proof" of performance

How I got into recruiting


Some of my first accounts were staffing companies. After sales/ agency sales recruiting changed my life I started writing content on LinkedIn, posting how well I was doing $ and social selling. That attracted VPs who wanted me to be the one to build relationships & vet on their behalf. The largest ones in the world like 24/7 talent or boutique firms in my original office building in downtown Seattle that do $33m a year.
Hardest jobs to recruit for?
Anyone who’s ever tried to recruit another agency seller knows how hard that can be.

Quickly I met (and placed and even hired) some of the most brilliant minds in staffing & I soaked up every opportunity to learn from them.
Our foundation:
Our business was built off of tenured sourcers, recruiters, business development managers and staffing account executives that helped us design systems.
Scaling systems:
As an admin nerd I immediately designed systems that we used to scale our teams and beyond.
Process on lock:
Our training program is world class in a 100% proven internal and beyond.

We started as a small team & immediately partnered with even more tenured recruiters from companies like primetime partners, Experis and Teksystems.
What grit really means:
Beyond business frameworks I learned working with tenured recruiters and sellers how to negative surviving economic demands & had experience closing deals in some of the hardest to sell into and recruit for markets.
Credibility:
We are known in the industry for being able to attract, get access to & close talent you can’t while designing, testing and perfecting process at scale while you build.

Let us help you put your best foot forward!
Playing the long game:
Understanding the increasing demands of buyers and candidates gave me a chance to think about the long game, focus on value, creating proactive value with candidates and creating opportunities around passive performers and knowing the extra effort was worth it - true sales headhunters who know how to sell to sales people because we are sellers.

Strong ability to advise founders because we have been there.
Here for you:
Learning from me (and all the great minds I have access to) is free if you ask.

Many of our gtm orgs and staffing companies have paid us retainers beyond contentment recruiting to build out every script, every tool and every process because we have experience doing this at scale.
Learning from mistakes:
Learned from the heartache of not having my process on lock - sourcing, credibility & closing.

Knew hiring based on effort, intention & science was the only way to defend mishires and avoid candidate rejections.

Hired many full desk, w2 recruiters at one time and made giant rookie mistakes on what it takes to hire right & really be able to keep reps educated, curious & accountable.

I know the cost of an investment that does not work out & I’m here to put in the work to earn your trust & bring you values
GTM SaaS Legacy:
Many of our founding gtm saas sales recruiters have gone on to be GTM founding recruiting and head of talent hires at seed stage to series A startups like Orum & Wiz - where GTM executives (a few!!) have said our past recruiter Kayla Thelin, their gtm senior recruiter (and sole recruiter at times because she rocks) is one of the best recruiters their exec team has ever worked with!

She’s Destiny’s childhood friend and it’s Destiny recruiting first recruiting hires. She was a stay at home mom when she came on. We saw and invested in her talent & she’s another example of our impact in the gtm community.

2 - 8 weeks, time to fill Why brands hesitate Why top performers ignore internal recruiters Expectations we have of candidates We ❤️ building founding teams Time it can take to find you talent More reasons to partner Exclusive: protecting your reputation

How It Works

People make things happen. That's why we love what we do. Our goal is to be a walking, talking billboard for your brand and bring you fully vetted candidates who can perform and drive revenue at a high level. And don't worry, we are NOT a resume factory.

01.

Contract & Agreement

It is free to review resumes and interview referrals for contingent clients.

Once you have fallen in love with a candidate, it is 25% of their starting annual base salary.

02.

Profile & Personality

We begin by thinking the way you do in terms of talent.

We focus on passive top performing talent who are motivated, curious, and diverse in background.

03.

Tech Stacks & Product

We do a deep dive into your tech stacks, buyer personas and deal size/length.

Our in-depth write ups show hard skills, and we bring to light the technical traits that do not always show up on a resume.

04.

Hiring Approach & ROI

What has worked, and has not worked with your internal process so we can best prepare and curate the talent.

Creating clear benchmarks and expectations helps eliminate bias.

05.

Communication & Process

What is expected in every interview, wasting less of your time on those not prepared.

We do an in depth debrief process and want to move candidates along the process quickly.

06.

Offer & Post-Hire Support

We work to make sure once you have fallen in love with the perfect candidate that they accept the offer.

With a 60 day guarantee, we continue to check-in with the candidate and help make sure they are exceeding expectations and making sales.

The client experience

Using video messaging as a major component of our recruiting efforts, we bring the human approach needed to attract passive top performers while being a walking, talking billboard for your brand.

We are not here to replace recruiting efforts, just bring you the best talent as we build relationships with those that exceed quota and are a major culture add. Our job is to make the process inclusive, productive, and transparent for everyone involved so you can focus on making money.

Let's work together


Interested in having an additional set of eyes on the passive seller market?

We talk to 10+ candidates and send you our top referrals.

We're only as good as the reps we can curate for you.