Better hires. Stronger retention.

The Challenge. The director of sales had spent 30 years working with recruiting firms. Previous partners delivered inconsistent quality, candidates who looked fine on paper but weren’t truly matched to the role or the market.

What Made the Difference. HireDNA started by asking a lot of questions about the business, its leadership, and the specific role. The client supplied job descriptions and scorecards; HireDNA ran sales assessments against those criteria. Candidates only came through once they had cleared a qualification threshold. The result: 85–90% of every candidate presented was hireable, zero mis-hires, every new hire contributing to revenue within three months, and the last three candidates submitted were all hired. The director noted the team has only gotten better over time at finding the right match.

The Challenge. The CRO needed to build a direct sales team in the US without wasting time on candidates who looked right on paper but weren’t actually aligned to the role.

What Made the Difference. HireDNA took their candidate profiles and used a structured process to qualify, score, and predict candidate success before anyone reached an interview. The CRO reviewed only submissions that had already cleared a qualification process and hired directly from those. His advice to future customers: invest in the hiring profile upfront, since the better the profile, the better the output.

The Challenge. The client needed a B2B software sales hire with specific industry experience, not a generic sales candidate, but someone who genuinely understood the space they were recruiting from.

What Made the Difference. HireDNA ran collaborative intake sessions to define the role: qualifications, salary expectations, experience profile. Candidates were evaluated before being presented, and the client could see every candidate submitted and interviewed throughout the process. The team was credited specifically for understanding SaaS sales, not just filling a seat. The transition from recruitment to hiring to onboarding happened quickly, with the new hire integrating smoothly into existing systems.

The Challenge. The company needed Enterprise Account Executives with experience selling specialized supply chain, route accounting, and distribution software. The talent pool was limited, and candidates needed both relevant industry expertise and the ability to manage complex B2B sales cycles. Previous recruiting efforts produced candidates who appeared qualified on paper but lacked the specific market experience required to succeed in the role.

What Made the Difference. HireDNA partnered with the client to define the ideal candidate profile and identify the experience most predictive of success. Candidates were sourced from relevant software companies serving distributors, logistics providers, route based businesses, fleet operations, and supply chain organizations. Each candidate was evaluated against role specific hiring criteria before entering the process, allowing the hiring team to focus on candidates with the strongest alignment to the role and target market. The result was 3 successful hires from 30 qualified candidates presented over a five month period, a 10% candidate to hire conversion rate for a highly specialized sales search.