The reason revenue hires fail is rarely the candidate. It is that nobody defined the right role first. The Northbound method fixes the order: diagnose the gap, source against a scorecard, place with an operator's read, and stand behind it.
A conventional search begins the moment a job title is posted. Northbound begins one step earlier, by proving the role is the right one to fill at all.
Each leg exists to remove a specific way revenue hiring goes wrong. Walk all four and the placement holds.
We map your revenue motion: where pipeline originates, where it stalls, who owns each stage, and what a winning hire would actually need to fix. We pressure test the role you think you need against the gap you have. Sometimes they match. Often they do not.
We work a targeted shortlist against the scorecard, not a keyword filter. Every candidate is evaluated by someone who has carried a quota and built a team, which is how we separate the operator who built a number from the one who happened to be in the room when it was built. Quality over volume, every time.
We manage interviews, references, comp framing, and the close, on both sides of the table. You stay focused on the decision while we handle the choreography. The goal is simple: when the offer goes out, it is an easy yes for the right reasons, with no surprises in week one.
Every placement carries a six month replacement guarantee. If the fit breaks in that window, we re-run the search and place a replacement at no additional fee. This is not a footnote. It is the discipline that shapes every earlier leg, because we are the ones who have to make the hire work in month four.
An engagement is the full picture, not a stack of resumes handed off at the finish line.
An honest read on where your motion breaks and what a winning hire has to fix.
The position, the outcomes it owns, and the bar a candidate has to clear. Agreed up front.
A targeted slate, each candidate screened against the scorecard by an operator.
Interviews, references, comp, and close, plus a placement backed for six months.
Then we tell you. A diagnostic that only ever concludes you should hire is not a diagnostic, it is a sales pitch. If the real fix is a process change, a tooling change, or a different role than you expected, you will hear that before you commit to a search.
The diagnostic is fast, usually inside the first week. Sourcing and placement run several weeks to a vetted shortlist and on to an offer, depending on seniority and how specific the role is. The guarantee then runs six months from the start date.
We still run a lightweight diagnostic first. It is quick when the role is already clear, and it is the step that lets us source against a real scorecard rather than a job description. Skipping it is how the wrong hire gets made, even when everyone is confident.
Revenue leadership and the operators underneath it: heads of go-to-market, VPs of sales and marketing, demand generation, RevOps, fractional CROs, and senior individual contributors. The go-to-market function is our entire focus.
We will tell you the role to hire, and bring you the person to fill it.
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