Why hire bland when you can
hire extraordinary
We are trusted by Tech Start-Ups, Scale-Ups and Service Providers as well as some of the biggest Vendors in APAC
Engagement to fill
ratio on exclusive
basis
Average time from initial
job brief to candidate
offer
Candidate retention
rate 6+ months
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
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.
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.
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 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.
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.
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.
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.
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.
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.
Our proprietary four-step recruitment process
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.
- What does success look like in this role, and are there top performers that we can benchmark against
- What are the deal sizes and the average sales cycle
- How much of the sales cycle is the candidate completing
- What makes your company unique, what are your offerings, and key points of difference to the market
- Who are the competitors in the market
- What does the commission structure look like
- How realistic is career progression, and what does that look like
- What are the “success stories” of existing staff that we can promote
- 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.
- What level of experience suits this role
- 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
- Is experience within a specific vertical or industry necessary
- Will a tertiary qualification be irrelevant or potentially be a good guide towards the right person
- What deal sizes should the person be used to selling
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.
- Where should we be looking to headhunt
- What job titles will be relevant
- What businesses train well and retain badly
- What’s the key message and “story” that we need to grab the attention of top talent in a bite-size chunk
- 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?
- Our extensive network of candidates with whom we have relationships having been nurtured over many years
- Various headhunting tools, including LinkedIn and other databases
- Social Media (we have more than 16,000 followers on LinkedIn alone, and that number is growing)
- All major job boards
- Active candidate referral program
What our clients say about us
INDUSTRY NEWS AND UPDATES
Employers Hub
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.