For companies
The recruiting partner you pay when hiring works.
We find and screen people for the seats that are specialized, hard to fill or can't wait, and introduce the ones worth meeting. You pay one fee, when you hire.
The problem
A job posting isn't always enough. The strongest candidate for your position may not be actively applying, and your team is balancing recruiting with onboarding, payroll, compliance and everything else. We take the search on and hand you the people worth meeting.
We look past the applications that come in, for people who match the experience, skills, pay, location and availability the seat needs.
Our process
From role brief to shortlist.
Five stages, one search file. Scroll through a search the way your team would see it.
- 01
Discovery
On a 30-minute call with Adrian, we learn why the role is open, what the person will be responsible for, the requirements that cannot be compromised, and what a successful hire needs to accomplish.
- 02
Market search
We identify potential candidates through relevant networks, databases, platforms, referrals, outbound sourcing, and our internal Talent Network.
- 03
Screening
Carla leads the screening: experience, interest, pay expectations, location and availability.
- 04
Introduction
We introduce candidates who match the search and are genuinely interested in the position.
- 05
Placement
When you hire someone we introduced, the placement fee we agreed comes due. That's when you pay.
Candidate A
Candidate B
Candidate C
Candidate DSales & GTM recruiting
Building a revenue team?
Sales and go-to-market hiring is one of our core areas of focus. We understand that an SDR who can actually prospect is different from someone who simply held an SDR title. The same applies to cold callers, email marketers, GTM engineers, and outbound specialists.
Our screening looks at the channels, tools, metrics, markets and workflows a candidate has actually worked with.
Before the call
A good search starts with a clear target.
Tick what you already know about the role. It saves time on the call, and anything missing we work out together.
How it compares
Contingency, retained search, or a job post.
Swipe the table to compare all three.
| Magna Talent | Typical retained search | Posting it yourself | |
|---|---|---|---|
| When you pay | When you hire someone we introduced | A retainer up front, usually in stages, whether or not you hire | Posting fees, whether or not you hire |
| Who finds candidates | We do, including people who aren't applying | The search firm | Only the people who apply |
| Who screens them | We do, before you meet anyone | The search firm | Your team, application by application |
| If the hire leaves early | A 60-day replacement search on eligible placements | Depends on the contract | You start over |
| Working with your team | One role, several, or the hard ones your team can't get to | Usually one mandate at a time | All of it, in-house |
Retained search and job board terms vary by provider. The middle and right columns show the typical shape.
Fees and guarantee
Plain terms.
Contingency-based recruiting.
Standard contingency searches have no upfront fee. Our fee is a percentage of the hire's first-year compensation, or another fee we agree before the search starts, and it's due when the hire is made.
$0upfront on standard searchesIf the hire leaves early.
Eligible placements include a 60-day replacement guarantee. If the hire leaves or is let go in that period, we run a replacement search, on the terms of your placement agreement.
Questions about the guaranteeWhen do we pay?
When you hire someone we introduced. The fee comes due under the terms of your search agreement.
Do we pay anything upfront?
For standard contingency searches, typically no.
Can you work alongside our internal recruiting team?
Yes. We can take specific roles, the hard searches, or the extra load when you're hiring a lot at once.
Can you recruit for more than one role?
Yes. We can support individual searches or multiple openings depending on the scope.
Do you only recruit remote employees?
No. We recruit for remote, hybrid and on-site roles, depending on the position and where it's based.
How do you find candidates?
Sourcing platforms, talent databases, professional networks, referrals, direct outreach, and our own Talent Network.
Do you screen candidates before introducing them?
Yes. We screen for relevant experience, role fit, pay expectations, availability, location, and anything specific to the search.
Can you recruit SDRs and outbound salespeople?
Yes. Sales development, cold calling, business development and go-to-market roles are what we focus on most.
Can you recruit technical GTM talent?
Yes. We can support searches for GTM Engineers, GTM Specialists, marketing automation professionals, and candidates working across modern outbound and revenue technology stacks.
What happens if the hire doesn't work out?
Eligible placements qualify for our 60-day replacement guarantee: if the hire leaves or is let go within 60 days, we run a replacement search, on the terms of your placement agreement.
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
Have a role you're struggling to fill?
Your call is with Adrian Reyes, our founder.
Discuss a search
Or write to careers@magnatalent.co