The top 10% of superior sales and engineering talent gets poached by headhunters before they even hit the job market
Are you ready to be Superior? Finding, delivering, and closing superior talent Is all we do
Hire smarter and scale faster
- A recent study of technology occupations found high performers are an astounding 800 percent more productive.
- While 80% of sales come from the top 20% of salespeople, it’s forgotten that it takes an inexperienced salesperson 10 months to become productive.
- If a competitor used 20 percent more superior talent, they would beat you to market even if they started a year or two later.
- The top 10% of talent has hundreds of companies reaching out with on opportunities, often from your competitors. That includes the sales and engineering person on your team, right now…
- Right now, there are over 37,835 job postings for engineering and sales professionals on Indeed—and 1,000 more were added just today. How do you stand out?
- Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.” – Steve Jobs, Apple
About Us
It’s about more than finding great people. Our challenge and goal when conducting a search is to make a match which more than satisfies both client and candidate. To that end, we pledge to work throughout each search assignment with honesty, integrity and discretion for both parties. Every action we take is with their best interests at heart.
We protect confidentiality. We never disclose anyone’s information to a client without their express permission, and we never disclose the name of our client unless we have first established interest on the part of the candidate and determined they are qualified.
We are collaborative, flexible, persistent and supportive and believe a sense of humor can add value to almost any situation, and that having a dog in the office is a very good idea. (They can be a great addition to the team, but are unreliable replacements for skilled work. Woof!)
We believe a person’s work and career can be one of the most important sources of fulfillment. We take great satisfaction in connecting people with businesses and new opportunities so they can work together to reach their full potential.
For Employers
Not all headhunters are created equal.
It’s about more than finding great people. Your company needs the right talent, at the right time with the right skills.
We understand many organizations don’t have the time and resources to effectively reach top talent. So we combine data-driven expertise and an experienced team to deliver amazing results for our clients.
We offer a customized approach to every search, ensuring hiring managers find the best person for each position they’re looking to fill. We will support your recruiting organization to fill the gaps where needed.
Why are we different?
Because we know what makes or breaks a great software sales and engineering hire. That is all we do. Our recruiters have worked with the best Sales and engineering talent in Silicon Valley for decades, so we understand the DNA of a sales superstar and engineering Rockstar from the rest. We can find amazing people who can fuel your rapid company growth.
With over 14 years of experience recruiting the top sales professionals and engineering talent in Silicon Valley, we have fine-tuned the method for attracting the best talent in the world.
Put that all together and what it means for you – Our ears are tuned to hear what talent sounds like, while our networks of genuine relationships allow us to source the HIGHEST QUALITY PEOPLE and EXECUTE QUICKLY.
We deliver those people… So you can turn to us time and again.
In startups, every single person must accomplish in a week what people in larger organizations would normally be responsible to produce in a month. This rare breed of talent is incredibly hard to find. And once they’ve been identified, they’re even harder to convince to leave their current company to come and join your startup.
How do we know this to be true?
Because every time we approach one of these unicorn candidates, we’re told “I’m not in the market” or “I’m not going to leave my job right now”. Yet ~30 days later these same people are the ones submitting their resignation to join our client’s company.
Achieving this result is part art and part science. And because we strive to be the very best in the world at doing this important work, we get better at it EVERY SINGLE DAY.
“We’ve churned though so many recruiters before we found Pierce Dane. Pierce Danes blow’s away our other headhunters. It’s not even a fair comparison.”
Jacob Tender, Apple
Technical Recruiting
Specialized Technical Recruiting – Things are moving fast. New product features, platform security and uptime. Improvements on the user experience, quality assurance and keeping up with competitive offerings. These are huge challenges. You need employees who go the extra mile, know their stuff and want to be a part of a market leader.
Finding and securing top tech talent is extremely difficult in this highly competitive industry. Retention issues pose a great challenge in Software technology and Saas. You can trust Pierce Dane to only send you qualified and passionate candidates for your vacant SaaS positions.
Pierce Dane can help you stay ahead of the competition by finding you candidates who are comfortable on the cutting-edge technology and engineering leadership staff for roles such as:
• Chief Technology Officer
• Vice President of Engineering
• Chief Information Officer
• Vice President
• Director / Senior Management
Professionals
Are you a talented professional looking for access to the best (discrete) If yes, we can help!
Why it’s time for a change with Pierce Dane
- Staying employed at the same company for over two years on average is going to make you earn less over your lifetime by about 50% or more – Forbes
- Technology workers who switch jobs have enjoyed a nearly 10% increase in compensation – three times the raises granted to employees who stayed in place. Currently, 20% of the tech workforce is switching.
- You’ll be up to 3x more likely to land the perfect job by having someone represent you versus you selling yourself
- Working with Piece Dane won’t cost you a dime, yet may end up resulting in total and complete career satisfaction and true wealth creation. At least that’s our sincere belief in the power of our services 🙂
- Pierce Dane with you to help you find your dream job at the most innovative companies in the world.
- Contact us today to learn how we can connect you with the most innovative companies in the world.
Engineering Staff
Design, development, testing, implementation, and maintenance roles including:
• AI/Data Scientists/Robotics
• Architecture
• Data Architecture
• QA and Software Testing
• Application Development / Design
• Business Analysis
• IT Project Management
• Business Intelligence
• Business Process Improvement
• System Design
• Web / e-Commerce
• iOS, Andriod Developers
• Software Engineers
• AI Engineering
• NLP Scientists
• Data Scientist
• Robotics Engineers
• Analytics
• Other Specialties
Areas of Specialization:
• Cloud Computing
• AI/Machine Learning
• Automation
• Mobile/Apps
• Product
• Software As A Service (SAAS)
• Startup
• BI/Analytics
• Networking
• Systems
• Technology Support
• Consumer Technology
• Information Technology
• IT Security
Sales Recruiting
You know the traits of a great salesperson. They are excellent communicators, have high EQ along with the drive, grit, and tenacity to get over any hurdle while bringing solutions not problems to their managers and clients
This economy makes other traits incredibly powerful as well. Confidence is more important in troubling times. The rapid changes mean you need someone more adaptable. Every downturn has given some companies room to grow, so you need someone with the imagination to take the next leap. And you want them hungry.
* Chief Revenue Officer
* VP of Sales
* Enterprise Sales Director
* Business Development Director
* Partners / Alliances Manager
* Sales Manager
* Sales Development
* Customer Success
* Account Manager
* Account Executive
Services
Overview: Most companies find it relatively straightforward to grow their team from seed to series C, which is about the time when most founders hit the “hiring wall”. This is when most companies need help building out their executive leadership team by pulling talent out of larger companies with the expertise and experience to drive the business forward faster.
Structure: Traditional retained search engagements will carry a fee of 33% of the placed candidates’ total first-year compensation. And most established firms won’t touch a search that carries a fee of less than $100,000 USD. You’ll then have to pay the first 1/3rd up front to kick things off, another 1/3rd upon being presented with a shortlist of candidates, and the final 1/3rd is always due upon completion. Often, firms will add on additional expenses such as travel costs, software/database access fees, and administrative costs as part of their contract as well.
However, Pierce Dane believes in providing our clients with a custom FIXED FEE quote based on (1) the complexity of your requirement (2) your expectations and timeline, (3) our availability to prioritize your search and (4) existing market conditions. We only require a minimal ONE TIME upfront deposit to kick things off, and only receive the b alance of the fee upon completing the search. We can work faster, and produce the same if not better quality outcomes than the larger firms most times at a lesser cost, because we keep our overhead low, and have fewer hands involved in the search. This more modern payment structure ensures you get more value for less cost and avoids you only seeing the most expensive candidates.
Mid-Level Retained/Contingency Search
Overview: If you’ve been trying to fill an important mid-level (or senior individual contributor) role, and aren’t getting enough quality pipeline from your own network, and you’re ready to bring in some outside help on a retained-contingency basis, then this could be a solid option.
You’ll just need to make sure you limit the # of recruiters allowed to work on the search (i.e. 2 to 3 outside recruiters max). You’ll also want to provide everyone visibility into the candidates that have been submitted and are under consideration at all times to avoid overlapping efforts and causing possible damage to your brand reputation. You’ll also need to set realistic expectations because (1) contingency recruiters will be initially working for free (2) you’re setting them up to compete with your other recruiters without any guarantee of being paid, so most will only due a cursory database query and (3) they’ll then move on to the other 20+ projects they’re working on at the same time, essentially just throwing spaghetti at the wall to see what’ll stick, hoping they end up getting paid on ~10% of their jobs. Believe it or not, this is the way that 95%+ of the recruiting market operates.
Structure: We do occasionally believe in taking on contingency projects under certain circumstances, such as (1) we may have someone we can quickly throw into the mix who may have come in late on another very similar search, or (2) we may want to “date you” first before deciding that we want to get married by entering into a retained relationship and/or (3) you may want us to enter into a retained relationship, but we may simply not have the bandwidth and therefore we may suggest we take the project on contingency so we can work on it only when we have the time. However, because we’re taking on a higher degree of risk working on contingency, that carries with it a premium fee if our candidates end up getting hired.
Recruitment Process Outsourcing
An alternative to paying a search fee on each person we place within your organization, there are situations where we can act as your RPO (Recruitment Process Outsourcing) engine, and handle all (or some) of your hiring needs during a given time frame paid as a monthly retainer. This offer would necessitate an exploratory call, and would only e suitable for very unique situations.
Sourcing as a Service
Overview: Early-stage founders often do the heavy lifting of sourcing and recruiting talent as a cost-saving measure, but can benefit in a big way by outsourcing the sourcing and research to help them build quality candidate pipelines. Our team can easily plugin and help you source highly qualified, targeted, passive candidate profiles for each of your departments, regardless of function, location, or seniority level. We’re able to deliver a better quality pipeline at a reduced cost compared to what you’d need to pay someone internally because we’re specialists. Consider how much more productive your hiring managers will be if they’re able to focus on getting the real work done, vs. needing to worry about trying to find enough good talent to fill each of their open roles.
We bring together the best practices from headhunting, sales prospecting, talent pipeline lead generation, outsourcing, and automation to identify top performers on your behalf, that we can either let you reach out to, or we can reach out to them on your behalf and get them to book intro calls directly to your hiring managers calendars, saving you potentially hundreds of hours p/month.
How does our approach here differ from all the other people pitching the same type of service?
We have the expertise to use a proprietary boolean algorithmic search strategy that turns Google into our contact database. We also have access to data sources and tools unknown to the majority of recruiters or internal talent teams. This simply means we can source candidates you’d never be able to find on your own, do it faster, at a lesser cost than having you or your internal team do it. We can build out other types of “contact lists” for you as well. Ranging from lists for your marketing/sales team, investor lists in preparation for fund-raising, and/or we can even build out competitive industry market maps (source companies) for supporting your recruiting efforts.
Structure: Candidate pipeline sourcing (or any other type of list building activity) requires a free 30-minute intro call to determine need and project scope, after which we’ll provide you with a custom proposal.
If you’d like to schedule an intro call, you can do so by clicking
Schedule A Call Now
Discovery Call
This call is for busy Sales and Technology Leaders who want to hire the very best talent in the market.
On our call, we will both determine if it makes sense to work together, and if so, I can be your direct conduit to the top IT professionals that I have been networking with for years, but that are next-to-impossible to find.
Strategy Call
This call is for forward-thinking Sales and Technology Leaders and visionary Executives who want to position themselves as the economy starts shifting to a new reality. You may be a leader looking for elite technical talent, or perhaps you are a rising star looking for a company who won’t hold you back, or you may just looking to pick up some actionable tactics you can use to set yourself up for success.
Leadership Call
This call is for forward-thinking Sales and Technology Executives who want to take their careers to the NEXT LEVEL. We’ll make sure that you’re positioned correctly and in the driver’s seat next time you interview for a next-level “stretch” leadership position, we’ll talk about what that next level role would look like for you, and how I might be able to be your eyes and ears out there in the marketplace.
GET IN TOUCH.
This is where it starts. The beginning. When you reach out to us, we’ll reach back — quickly and confidentially.
