FAQ
For hiring managers
For hiring managers
What does it cost?
Contingency — nothing upfront, 20% of first-year OTE due on hire. Non-exclusive.
Exclusive — 22 to 25% of first-year OTE due on hire, with weekly updates and priority status.
Retained — 25–30% of first-year OTE, split 40% at kickoff and 60% on the candidate’s start date. For executive and mission-critical leadership searches.
OTE means base salary plus target commission or bonus. If the role isn't commission eligible, the fee is calculated on first-year base. Sign-on bonuses, equity, stock and other long-term incentives are excluded. The full structure is on How It Works. No conversation required to find out.
What is the guarantee?
90 days from the hire's start date, on every search — not from the offer or the invoice.
If the person you hire resigns or is terminated for performance inside that window, I run the replacement search at no additional fee. It is void if the role changes materially or the position is eliminated.
Full terms are on How It Works. Publishing the exclusions is what makes the term believable.
How long does a search take?
First qualified shortlist in 7 to 10 business days. Kickoff to accepted offer in 30 to 45 days.
The stage-by-stage breakdown, including what I need from you at each point, is on How It Works.
Do you work on a retained or contingency basis?
Yes. I offer contingency, exclusive, and retained search because every hiring need is different.
Contingency is ideal when flexibility is the priority. You pay nothing upfront and only pay if you hire a candidate I introduce.
Exclusive provides a dedicated recruiting partnership with priority focus.
Retained is designed for executive and mission-critical leadership hires where speed, confidentiality, and a fully committed search are essential from day one.
Every engagement includes my 90-day replacement guarantee.
How many searches does one recruiter carry at a time?
Six, firm-wide. It is a hard cap and I publish it, because the real question underneath is whether you will be someone's twelfth priority.
When I'm at capacity I say so and give you a date, rather than take the work and under-serve it.
What happens if the hire doesn't work out?
The guarantee applies — 90 days from the start date. Beyond that, I run structured check-ins with both sides during the guarantee period, because a hire that is going wrong usually shows it early, while it is still fixable.
How do you find passive candidates?
I don't wait for applications.
Every search starts with a comprehensive talent map of the market. I identify proven performers, research their backgrounds, and personally reach out to individuals who match the success profile we've defined together.
The strongest candidates are often focused on doing great work, not updating their résumés. That's why proactive recruiting is at the heart of every search.
What do you need from me?
45 minutes with the actual hiring manager at kickoff, target companies and off-limits (plus any specific talent you want on the radar), candidate feedback and advance/decline decisions within one business day, and interview slots held in advance.
That last one is where searches slip. Everything else I handle.
What industries do you work in?
I specialize in recruiting sales and commercial leaders for industrial, manufacturing, construction, technology, SaaS, distribution, logistics, energy, agriculture, and business and professional services.
While many of my searches are within these industries, my focus is less about a specific market and more about identifying exceptional sales talent that drives growth. Great sales leadership principles translate across industries, and I evaluate candidates based on proven performance, leadership, and the ability to deliver results.
If a search falls outside my expertise, I'll tell you. I'd rather be transparent than take on work where I can't provide exceptional value.
For candidates
For candidates
Do you charge candidates anything?
No. Never, at any stage, for anything. My fee is paid by the hiring company.
If anyone claiming to represent Can't Miss Talent asks you for money, it is a scam — see the Security Notice.
What roles do you place?
Sales Account Executives ($120K+ OTE) through Chief Revenue Officers.
What happens after I submit my information?
Your résumé doesn't disappear into a database.
Every submission is reviewed by me personally.
If there's an opportunity that aligns with your experience and career goals, I'll reach out to start a conversation. If not, I'll keep your information confidential and consider you for future searches, unless you ask me not to.
Recruiting is about relationships, not transactions, and I believe every candidate deserves to be treated with professionalism and respect.
Will you share my information?
Not without asking you first. Your name does not go to any client until you have said yes to that specific role.
What I collect, why, whether it is shared, and how long I keep it is set out in the Applicant Privacy Notice.
Do you use AI to screen candidates?
No. I don't use AI to rank, score, or reject candidates.
Technology helps me with research, sourcing, and administrative tasks, but every résumé is personally reviewed by me. Every hiring recommendation is based on experience, meaningful conversations, proven performance, and alignment with a client's goals, not an algorithm.
I believe people deserve to be evaluated by a person, not filtered out by software.
How do you handle confidentiality if I'm employed?
I assume you are employed and that discretion matters more than speed. I do not contact references, current colleagues, or anyone at your employer without your explicit go-ahead, and I will work to whatever channel and hours you prefer.
Do you ask for my salary history?
No. I ask what you are targeting, so I only bring you roles that fit.