Daniela R.
Remote, US EasternSDR, four years of B2B outbound
Booked her own meetings for two years at a 12-person startup. Calm on a cold call.
ExperiencePayAvailabilityLocationInterest
Boutique recruiting
We find and screen go-to-market talent for growing companies.
Sales, marketing, eCommerce, creative and operations professionals, each one screened by a recruiter before you meet them. You pay when you hire someone we introduce.
- Screened before
you meet them - Only pay
when you hire - 60-day replacement
on eligible placements
Shortlist sentScreened, and interested
Offer acceptedThat's when you pay
Why Magna
The best person for a role is often not the person who applied to it. We go out and find them, screen them for how they think and communicate, and introduce only the people worth your time.
How a search works
Sales, marketing, eCommerce, creative and operations roles. Remote, hybrid or on-site.
Your shortlist
People who match, and want the job.
We introduce candidates who match your search and are genuinely interested in the role, screened first for experience, pay expectations, availability and location. Here's a sample shortlist for an SDR search. Go through it the way you would.
Sample profiles for an SDR search
Mateo G.
Remote, US CentralCold caller, now an SDR, three years
Builds his own lists. Asked the best questions of anyone we spoke to that week.
ExperiencePayAvailabilityLocationInterest
Amara O.
Remote, US EasternSDR, two years, email first
Writes the cold emails people answer. Wants to help build an outbound team from the start.
ExperiencePayAvailabilityLocationInterest
Tomás V.
Remote, US PacificSenior SDR, six years, has trained new reps
His pay expectation is at the top of your range. Worth the conversation.
ExperiencePay: top of rangeAvailabilityLocationInterest
Interview 0Passed 0
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The difference
Seven steps on your own. Three with us.
Your team is already juggling onboarding, payroll, compliance and everything else. We take the search off that list and leave you the parts only you can do.
Hiring on your own 7 steps
- Write the job description
- Post it and wait for applicants
- Sort through every application
- Screen for experience, pay and availability
- Go after the people who never applied
- Run first-round interviews
- Start over if the hire doesn't work out
With Magna Talent 3 steps
- 01Tell us about the role.A 30-minute call with Adrian on what the person will own, what they need to bring, and what the role pays.
- 02Meet the people we introduce.Carla leads the screening: experience, pay expectations, availability, location and real interest in the job.
- 03Hire the one who fits.That's the moment you pay. Eligible placements come with a 60-day replacement.
Roles
The seats we fill.
Don't see your role?
Tell us what you're hiring for.
-
The seats that fill your calendar and close what’s on it.
What we look at
- The channels they have worked: phone, email, LinkedIn
- The metrics they were measured on
- How they think and communicate
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Cold email, paid search, Amazon PPC, SEO, and the copy that carries all of it.
What we look at
- The channels and campaigns they have worked on
- The metrics they worked to
- The tools and markets they know
-
Shopify stores, marketplace listings, and the automations that keep orders moving.
What we look at
- The platforms and tools they have worked in
- The workflows they have built or run
- Experience, pay expectations and availability
-
A reel shows the ceiling. A real conversation shows the floor, and the floor is what you’re hiring for.
What we look at
- Their experience and the tools they work in
- How they think and communicate
- Pay expectations and availability
-
Support, operations and assistants: the people who keep everything else running.
What we look at
- The tools and workflows they have worked in
- How they think and communicate
- Availability in your hours
For candidates
Looking for your next role?
Your next role might not be posted yet. Join the Talent Network once, and we'll reach out when an opportunity matches your experience, location and pay expectations. Candidates never pay.
How it works for candidates
The open seat
What an empty seat costs.
Move the two sliders to your own numbers.
$36,923
that the seat isn’t bringing in while it’s open. You pay us once, when it’s filled.
How we charge
No upfront fees. You pay when you hire.
We source, screen and introduce candidates for your requirements. Our placement fee is earned when you make a successful hire, which keeps the incentives simple.
Read the details- 01No upfront search fee
Standard contingency searches start without a retainer or a long-term contract.
- 02One placement fee
A percentage of the hire's first-year compensation, or another fee we agree on before the search begins.
- 03A 60-day replacement
If an eligible placement leaves or is let go within 60 days, we run a replacement search, on the terms of your placement agreement.
- 04Alongside your team
We work with your internal team on one role or several, remote, hybrid or on-site.
Who runs your search
We know what good sounds like on a sales call.
Adrian Reyes takes your first call. He leads growth at Magna Summit, the firm that builds outbound programs for B2B companies, and Magna Talent is part of it.
Carla Villalobos leads sourcing and screening. She trained as a psychologist, to understand people, not just match keywords.
So we know an SDR who can actually prospect is different from someone who simply held the title.
3,000+sales calls booked by Magna Summit in 2025
Tell us about the seat you need to fill.
By the end of the call you'll know whether we're a fit, no pressure either way.
Your call is with Adrian Reyes, our founder.
Book a 30-minute call
Or write to careers@magnatalent.co
Your call is with Adrian Reyes, our founder.
Book a 30-minute call
Or write to careers@magnatalent.co