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Hire Sales Staff Australia

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Are you looking for sales staff? Pulse Recruitment is a specialist tech sales recruitment agency designed specifically to fill the gap and help find sales staff within the highly competitive Australian and global market.

With a presence in Sydney, Melbourne, Brisbane, Canberra, New Zealand, Singapore and Hong Kong, we rely on our local knowledge and extensive professional network to find sales staff that will fit seamlessly within specific roles.

When it comes to recruiting sales staff, results on the bottom line of your business are everything. Pulse Recruitment has a proven record of helping our clients reach their sales revenue potential by allocating the right sales staff to job vacancies.

Best Sales Recruitment Agency

Engagement to fill
ratio on exclusive
basis

Best Sales Rceruitment Statistics

Average time from initial
job brief to candidate
offer

Best Sales Recruiter

Candidate retention
rate 6+ months

Best recruitment agency for sales
rocket
Proven track record of success

Pulse Recruitment is not a traditional recruitment firm. We’re a specialist and niche sales recruiter who understands what the right sales staff can do for the bottom line of your business.

Partner with the globally recognised tech sales leaders

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Drive growth

Whether you’re looking to place entry-level sales roles all the way through to members of the executive team, Pulse Recruitment will work in partnership with you to identify and deliver the best sales recruitment solution for your business. In turn, delivering increased results.

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Reduce the cost of sale

Current trends of increased time to fill a position often results in decreased revenue for the company. By partnering with Pulse Recruitment, you reduce the days to hire number and, overall, are provided with the right long term fit for your company.

Award winning sales recruitment agency

Improve team morale

Each placement is meticulously screened to ensure our professionals can integrate with the culture, values and goals of each specific organisation. If the right fit is made in a timely manner, our experience indicates an increase in team productivity.

Meet our leadership team

Daniel Hale
Director  

Daniel founded Pulse Recruitment in 2004 and is still a hands-on recruiter today, utilising his vast network of senior tech sales talent to gain excellent outcomes for Pulse’s clients and candidates.

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Patrick Ormsby
Senior Consultant  

Pat’s specialty is within the recruitment of tech sales professionals. Using Pulse Recruitment’s proprietary four-step process, he has secured the right match between clients and candidates year after year.

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Rich Lees
Consultant  

Rich Lees specialises in sales positions within the tech industry. He assists in matching and coaching the best candidates with exceptional working environments in Australia, New Zealand, Singapore and Hong Kong.

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Zoe Lockhart
Consultant  

Zoe is an experienced sales professional, passionate about providing the highest level of service. Having first-hand experience in sales allows her to understand the mindset needed to succeed and identify talent that other recruiters may miss.

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Jeemar Vilan
Consultant  

Jeemar’s vast knowledge and experience within the tech sales recruitment industry extends across APAC, the U.S and the UK. His love of connecting with people and networking sees him succeed in connecting talent with the best-matched companies.

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Tarlia Smedley
Head of Marketing  

As a metrics-driven marketing strategist, Tarlia’s projects across all facets of marketing and campaign conversions has led to a list of accolades and highly sought-after published content by some of the world’s leading media platforms.

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Our proprietary four-step recruitment process

Recruitment Process Step 1

Step One - The Job Brief

This is the foundation of any search and sets up the story that we discuss with potential candidates. We aim to become an extension of your HR or Talent Acquisition and get a deep understanding of your business beyond just the surface level.

  1. What does success look like in this role, and are there top performers that we can benchmark against
  2. What are the deal sizes and the average sales cycle
  3. How much of the sales cycle is the candidate completing
  4. What makes your company unique, what are your offerings, and key points of difference to the market
  5. Who are the competitors in the market
  6. What does the commission structure look like
  7. How realistic is career progression, and what does that look like
  8. What are the “success stories” of existing staff that we can promote
  9. What is the management style

Step Two - Building out a Profile

Now we understand the role and the company well enough, we can confidently build out a basic picture of who we believe would fit and what that person’s experience looks like.

  1. What level of experience suits this role
  2. What type of sales role(s) has the ideal candidate had to make their experience levels right but also mean that they are motivated to make the move
  3. Is experience within a specific vertical or industry necessary
  4. Will a tertiary qualification be irrelevant or potentially be a good guide towards the right person
  5. What deal sizes should the person be used to selling
Recruitment Process Step 2
Recruitment Process Step 3

Step Three - Planning and Market Mapping

Once we understand what the profile looks like and have a clear understanding of positioning your brand, it’s time to plan the search.

  1. Where should we be looking to headhunt
  2. What job titles will be relevant
  3. What businesses train well and retain badly
  4. What’s the key message and “story” that we need to grab the attention of top talent in a bite-size chunk
  5. Who should we avoid and why

Step Four - Execution

As Benjamin Franklin said – “By Failing to prepare, you are preparing to fail.” The execution is the easy bit once we have the foundations in place. So, where do we go to execute a search?

  1. Our extensive network of candidates with whom we have relationships having been nurtured over many years
  2. Various headhunting tools, including LinkedIn and other databases
  3. Social Media (we have more than 16,000 followers on LinkedIn alone, and that number is growing)
  4. All major job boards
  5. Active candidate referral program
Recruitment Process Step 4

What our clients say about us

The things that we typically look for are high-quality candidates that come with excellent sales skills, but we are also looking for cultural fit. It is super important, which is something Pulse Recruitment really understands. I’ve actually stopped working with other recruiters. In terms of recommending Pulse Recruitment, my experience has been fantastic.

James - Regional Vice President, ANZ, Global Cloud-Based Software and Security Solutions

Pulse Recruitment has been great in understanding our needs as an organisation and bringing high calibre people for us that fit our culture with various different backgrounds. In Australia, we have doubled our team, and Pulse Recruitment has been a big part in helping us achieve our growth in Australia and the Asia-Pacific market.

Matt - Regional Vice President, #1 in Electronic Signature and Agreement Cloud

As a client, I can say that the experience has been exceptional. Only the best candidates were put forward, and I could have easily filled the role 3 times over. I’m very happy I now use Pulse exclusively.

Peter - Director of Data Centre Services, Leading ITC Managed Service Provider

Rich has great knowledge and helped us find the right candidates in a very tough market. Did a great job!

Jayson - Sales Manager Asia Pacific, World's #1 Video Interviewing Platform

Daniel is a fantastic recruiter! He understands the brief well and brings candidates with the right experience. Daniel has access to good quality candidates. I’ve hired a few candidates through him this year, and everyone turned out to be good. Big thank you to Daniel, and I highly recommend him.

Vikas - Senior Manager APAC, World's Leading Software Company

Sydney Recruitment

Sydney

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INDUSTRY NEWS AND UPDATES

Employers Hub

Employers Hub | Most important trait amongst your sales team

When it comes to the most important trait in salespeople, almost every sales manager I speak with puts accountability at the top of their list. This has been exacerbated by COVID-19, which allows sales teams to work remotely, away from management scrutiny. Am I hiring someone who will take responsibility for a problem or issue or someone…

Employers Hub | The benefits of hiring former business owners…

If you are looking to add to your sales team, I’d strongly advise not to discount people who have been self-employed. Here at Pulse Recruitment, we’ve seen some of the most successful AEs and BDMs that we have placed over the past couple of years coming from being self-employed. At first glance, the experience might…

Employer and Job Seeker Hubs | Smoke, mirrors and OTEs

The world of OTEs can be a murky one, full of misconceptions, inflated promises and unrealistic expectations. But, on the flip side, a well explained and realistic OTE can be a wonderful advertisement for a company’s commission structure and also a gauge on the value that the business puts on its sales team. Simply put, an…

Employer and Job Seeker Hubs | Disruptions to agency recruitment and where value now lies

There has been a flow-on effect where TA teams are now armed with more and more technology geared towards streaming the recruitment process and automating it as much as possible. Examples of this have been the use of video interviewing and AI, especially when it comes to high volume recruitment. This, in turn, has increasingly limited the…

Employers Hub | Is there a disconnect between head office & local realities?

A common occurrence that I’ve seen when recruiting for local satellite offices that are run from overseas (especially new ones) is that there is often a disconnect. Examples of this include when marketing content and collateral haven’t been properly localised or when base salaries are benchmarked against rates in other countries, or when the local…

Employers Hub | Are you falling into the bias trap?

Once bitten twice shy. The psychology of failure can be hard to overcome when hiring new people. “When a good decision leads to a bad outcome, the experience of regret can bias subsequent choices: people are less likely to select the regret-producing alternative a second time, even when it is still objectively the best alternative…

Employers Hub | The easiest part of executing a candidate search

Ironically, the execution of the search is usually the easy bit once we have the foundations in place. The first three steps of our process should be covered by now, so we are ready to get started. So, what next? Firstly, we refine the message that we are going to give to the market about…

Employers Hub | Best practices for planning a candidate search

Step three of the four-step process follows on from taking a detailed job brief and then building out a profile that matches the role. Once we’ve covered these two parts of the process, it’s time to use our market knowledge to map out where we are most likely to find the right person. For example,…

Employers Hub | How to build out a candidate profile

Recently, I talked about the four-step process we follow when given a recruitment assignment. This is the pillar to our success, and  I want to share with you the second step in the process, ‘Building out a Profile’ which follows on after taking a thorough job brief. We’ve now laid the foundations with the job…

Employers Hub | The job brief sets you up for success or failure

In this candidate short market that we find ourselves in, it’s crucial to have a recruitment process that is structured and detailed so that the messages you give to the market are coherent so that no stone is left unturned. Here at Pulse, we have a four-step process in place that has been stress tested…

Source, attract and retain the right staff with Pulse Recruitment

Our four-step recruitment process has a proven track record of success and gives our clients peace of mind with having a process in place that is not only thorough but, most importantly, gets results every time.