Sales Headhunter (Fractional) - Founder Mindset Required

Fractional Sales Headhunter • Passive Candidate Sourcing We need a proven, part-time sales headhunter to help us fill two high-impact sales roles. This is not a job-posting and résumé-screening assignment. We need someone who can identify excellent salespeople who are already performing, approach them directly, earn their interest, and prove whether they can actually do the job. What you will own • Define a clear success scorecard for each role. • Map the companies and talent pools where the strongest candidates are likely working. • Proactively source people who are not actively applying. • Run direct, personalized outreach. • Verify past sales performance with evidence. • Design practical assessments that reveal real ability, not interview polish. • Conduct serious proactive reference checks. You must be able to prove • You have personally recruited successful salespeople (we need to hear from previous companies that hired you). • Those hires produced measurable results after joining. • Your strongest hires stayed and performed for years, not months. • A meaningful portion of your placements came from proactive sourcing, not job applicants. • You have a repeatable method for separating real performers from convincing talkers. We will ask finalists to substantiate their examples. This is not for you if • Your primary strategy is posting jobs and waiting. • You measure success by résumés submitted or interviews scheduled. • You rely mainly on traditional interviews and personality tests. • You cannot verify what happened after your candidates were hired. • You prioritize filling the role quickly over making the right hire. • You send generic outreach at scale and hope someone good responds. How we will judge the work • PRACTICAL quality of the candidates presented. • Strength of the EVIDENCE behind each recommendation. • Ability to reach high-performing PASSICE candidates. • Accuracy of your judgment. • Performance and retention of the people hired. We would rather see three exceptional candidates than thirty acceptable ones. Before we speak • Company: Mini-O sells premium backyard office and living pods. • Sales motion: High-ticket, consultative sales with a longer decision cycle. Average order value is approximately $45,000. • Roles: We expect to hire two salespeople ASAP, and two more before EOY. • Engagement: Fractional, remote, part-time, with the possibility of ongoing work if the first hires are successful. • Scope: You will own market mapping, passive sourcing, outreach, initial qualification, practical validation, references, and support through offer acceptance. • Not the scope: Posting job ads, forwarding applicants, or sending large batches of résumés. • What we want: A small number of exceptional, evidence-backed candidates. • Decision process: You will work directly with the founder. Decisions will be fast when the evidence is strong. • Success: The people hired perform, remain with the company, and raise the standard of the team. • Compensation: Please include your preferred structure (hourly, monthly retainer, success fee, or a combination) and the expected total cost per completed search. • Timing: Please state when you could begin and how much capacity you currently have. Before requesting a call, please confirm your availability, pricing structure, estimated search timeline, and whether you personally perform the sourcing and candidate evaluation. The first call will not cover information already provided above. It will focus on your track record, sourcing methodology, validation process, and how you would approach these searches. Thanks a lot, Peter.