Get a pipeline of incredible sales talent... in less than 30 days

Next Venture takes an outbound approach to target and screen interested candidates who are exactly what you are looking for.
You make great hires… without holding your calendar hostage

Book a call

Candidate Success Stories

Book a call

Case Study: Hiring the first Account Executive for a startup in 49 Days

Who's This For?

✅ If you are selling B2B software
✅ Have at least $500,000 in ARR
✅ Are selling a product with an ACV of more than $10,000
✅ Are looking to hire people in the United States of America

If you aren't able to answer "yes" to these four questions, we won't be able to help you

Companies Served Include

Clients Backed By The Worlds Best Investors, Including

An effective hiring process is a competitive advantage

You don't start a SaaS company to play small

And you don't raise venture capital unless you're looking for an outsized return

BUT when you raise venture capital, you're taking on rocket fuel

You need to get results, and you need them quick

You also want to keep your hiring bar high

And you're being pulled in a thousand directions every day

The Hiring Process

1: Kick Off Call
• Go deep on the candidate profile (the candidates behaviors + experiences)
• Talk about the employee value proposition (why people want to join you)
• Walk through the interview process
• Find a time for a weekly steering call (this is a 15-20 minute call where you get an update on search progress).

2: Market Mapping + Initial Candidate Selection
• Based on information we've gathered in the kick off call, the Next Venture team will start mapping the market for potential candidates. You don't have to do anything.
• We’ll come back to you with 15-20 profiles. We go through these profiles together and ensure that we’re all on the same page. 
• During this time we are also formulating messaging to use as part of candidate outreach.

3: Search Goes Live: Outreach Begins
• Messaging begins to go out, and initial candidate interviews are held (we run these interviews with candidates).

4: Regular Steering Calls
• This can be with you, or with whoever is in charge of running the search. These calls tend to take 15-20 minutes, once a week, and function as a progress report on how the search is going.

5: Shortlist + Initial Interview
• After an initial selection of candidates has been interviewed, we book a block of time for an initial set of interviews. The idea here is that you see 3-4 candidates in a very tight space of time, which gives you an opportunity to compare people back to back.
• All of the candidates you see will come with a blurb describing their experience, as well as a link to their LinkedIn profiles. In most cases, you’ll also have a CV (occasionally you’ll have a candidate who’s very passively looking who hasn’t got updated documents). As part of the Kickoff Call we’ll jointly define the ‘must have’s’ as well as the ‘nice to have’s’.

6: Additional Client Interviews
• The best candidates continue to make it through the process, ideally bringing us to an offer. 
• If we need to give this search a second go around, this is also when this happens.

7: Offer Management
• The offer is out! Now to get it signed. 
• We're on hand to calm any jitters that might come up as well as ensuring that compensation and benefits are aligned across all parties.

8: Onboarding
• Ongoing communication with the candidate as they resign from their current job, and ensure that they make it to their first day.

How to do-it-yourself

Maybe you don't want to work with a recruiter

After all, this is not a cheap exercise

So instead of gatekeeping, let talk about the tools we use, how much they cost and how we approach search.

Salespeople are pretty easy to find - they tend to spend a lot of time on LinkedIn finding their initial customers.

These are the three main tools we use to identify top talent

1: Crunchbase ($588 / year)

We build a custom list of companies to search through. Usually we are looking to find companies that sell to similar personas, similar deal sizes and similar industries to your current company.

Real talk: if you're a Series A startup, 99/100 times you are not going to recruit someone amazing over from Databricks or Stripe, anymore than you will find someone amazing from Facebook or Google.

They are big companies now - and you're competing with every single other startup that thinks that the salespeople at these companies are going to make all of the difference (spoiler alert: they won't).

Screenshot of Crunchbase

2: LinkedIn Recruiter ($10,800 / year)

There is a cheaper alternative - Sales Navigator is 1/10th of the price, and hooks in nicely with all of your sales automation tools. BUT the workflow is significantly worse, you don't get to see who's discreetly looking for new opportunities. If you don't value your time, I would recommend trying to use Sales Navigator to recruit salespeople. You also can't use Gem.

Screenshot of a LinkedIn profile marked as "Open to work"

It's a lot more subtle than the green "Open to work" banner - and you'll only see it with a Recruiter account.

3: Gem ($4200 / year)

LinkedIn doesn't play nicely

And why would they?

They have the perfect business - after all, what is LinkedIn if not an enormous self updating database

If they had opened this up to anyone and everyone, Microsoft wouldn't have spent $26 billion back in 2016 buying the platform (which was an incredible deal when you think about it)

If sales is living in 2023, recruiting tech lives in 2005. The ONLY variables you can add to an InMail is First Name, Last Name and Full Name. You can't schedule InMails. You can't run a sequence of InMails. The entire process is MANUAL

Which is why we also use Gem to outreach to the right candidates

I'm sure you're thinking - I've already got Salesloft, Outreach or Smartlead… why can't I just use that?

The core problem is your data

Gem gives you personal email addresses as the first option

And while no VP of Sales wants your pitch in their personal Gmail, they're more than happy to hear about a  job opportunity

Screenshot of the Gem platform

Why Job Ads Don't Work Well

This is a job ad from August 2023. It was up for about 4 days.

Screenshot of a job ad with 802 applicants

There are a few reasons this is a massive problem

The best people often aren't looking

Those ones who you want are usually looking through their network, rather than applying

If we take 30 seconds per applicant, we're spending almost 7 HOURS looking at resumes

Sourcing candidates is an art and a science - I've found on average, with some experience, and a good target list of companies to go after, it takes about five minutes to find a good candidate. If you sit down and spend an hour, you should be able to find 12 or so high quality, relevant candidates.

What do you think has a higher ROI?

Looking through 800 people who clicked "Easy Apply", and reaching out to the top 5%

OR finding 84 high quality candidates, knowing even a poor performing message should have a 10% positive outcome.

Here's an interesting data point from the CEO of Mercury (my business bank of choice)

Mercury recruiting stats for 2021:
Team: 64 → 201 
Sourced: 58%
Referred: 21%

Conversion rates from contact to hired:
Sourced: 4%
Referred: 9%
Applied: 0.3%

So the question, if job ads don't work, were we running them last month?

The one role that recruiting for sales from a job ad works well is at the SDR level.

It is the only role I have ever come across in the Go-To-Market space where you want people to apply.

How we qualify candidates

Every search is custom - because every client is unique, and the candidates that they're looking for are also unique.

That said, we're usually looking for a few core building blocks

Experience in role
Industry experience
Deal size familiarity
Track record of success
Aligned compensation expectations
Candidate interest in the role
Candidate interest in your stage of company

Why Recruiting Agencies Often Disappoint

You may have prior experience with recruiting firms.

Odds are, this wasn't a positive thing.

Industry benchmarks for contingent search firms (those are the searches that are "no win, no fee") have a success rate of about 20%.

For every 5 searches, only one is complete.

Why is this?

It's a combination of things:

1) There is no commitment from the company that is hiring, so often recruiters work on roles that are often not important (and often get killed at the last minute)

2) Recruiters only have a finite amount of time and energy, and so they prioritize the 20-30% of searches that are easiest to fill.

3) Every search that is deemed "too hard" simply gets ignored.

4) Your search probably fell into the too hard basket.

The Too Hard Basket

Your search is likely "too hard" for a contingent approach if you are

1: Looking for a niche skillset
2: Looking in a smaller geography
3: Paying below market
4: At a company that no-one has ever heard of

if you are looking at this list and think "nope, none of these are true for me"

You can close the page. There are plenty of contingent agencies that can do a great job for you.

But if any of those ring true.

Next Venture might be able to help you.

It's why we're a lot more research driven.

We work harder, for fewer clients.

And we close more searches because of it.


1: What if we hire someone and they leave?

We have a 90 day candidate replacement guarantee. If you hire someone and they quit or are fired for cause in the first 90 days of employment, we will run a replacement search at no cost to you.

2: How can we be sure you'll find us people who understand our industry?

Next Venture is ONLY focused on hiring for Go-To-Market SaaS professionals in the United States of America. We're not splitting our time with other industries, other roles or other geographies.

3: How much does this cost?

We charge a percentage of the first year base salary. As part of our intro call, you will get an estimated cost for your search.

4: How do you ensure candidates are a good cultural fit?

Every candidate that we send to you, has been interviewed either in person or via Zoom. We like to be able to put a face to a name!

5: How do you deal with competing offers?

The best defense against counter offers is understanding how the candidate is approaching their job search from the very first conversation.

Because we are not a contingent agency, and because our searches are relatively specialized, it is rare that we would send a candidate to multiple companies.

By running an efficient process, we're able to minimize the number of competing offers that we come up against.

6: What if we don't make a hire?

Our fee structure has an upfront financial commitment, with the remainder due when a candidate signs with you. We have that upfront commitment so that we can invest significantly more time into your search than a contingent agency would.

However, if after 12 weeks, no hire has been made, we offer a refund of the upfront fee.

Next Steps

Book a call - we can discuss what your situation looks like, and if we're able to help.

Get new updates emailed directly to you: