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Find Work.

3 facts about working with Destiny



Fact 1

Well vetted gig$
and founders

Fact 2

High value
and high vibes

Fact 3

We will teach
you something


Our value to you

Sales Headhunters















Niche Headhunter vs. External Recruiters

General External Recruiters
  • Typically lead with clients (b2b orgs)

  • They may have a sales counterpart, who is the one who builds relationships with hiring teams - sometimes (not always) can mean a game of "telephone" to get insights and there may be multiple parties "in between" you and the hiring leader

  • Your relationship with an external recruiter is dependent on if they have a job NOW and if they align closely with your niche (and you are "fee" worthy")

  • It can be extra hard to "sell" what makes a candidate special beyond a resume if you have multiple parties you have to "convince" to see your candidate
Niche Headhunters (IDR)
  • Lead with candidates
  • Spend a majority of our time networking and building relationships with passive, hard to land candidates
  • Build wish lists with these ideal candidates, if I am reaching out to you as a b2b founder or exec chances are my candidate gave me your name as a company to "sniff out" for them
  • Since we know what it takes to LAND a HOT candidate we often advise our b2b orgs on what they need to do to get access to YOU (a top rep or exec) increasing comp, payouts, title, benefits, travel accommodations, all the "little" things our candidates "demand" because they CAN
  • Most headhunters I know work with BOTH candidate and b2b employer
  • Build buy in with our orgs on WHY, FOR WHAT $/ WHEN, aligning timelines/req between all parties - proactively, while managing expectations -example when are you getting paid out commissions and when does it make sense to peruse an org at x start date)
  • Those who work on contingency (me) only get paid if our referral gets hired and are held to the "highest" expectations (anyone is regardless of title in this market) DEEP understanding of what works, what doesn't + what you can do to put your best foot forward
  • Work with b2b brands in the same niche (goal is to have multiple orgs that are EAGER to hire from a niche group of reps/execs) we have insights into product/competitor culture too if we aren't working with them - actively trying to pull out their teams (and hear/see proof a lot!)
Recruiters vs. Headhunters



IDR: Identify, Determine, Represent

Identify Opportunities
Vet founder personality type, sales strategy, product validity
Determine if it's a fit
Vetting & verify what is worth your time based on goals and boundaries
Represent
Walking talking billboard for you - refine title, comp, contract expectations
Within a timeline that works for you
IDR: Identify, Determine, Represent

Partner with Destiny




Follow our LinkedIn

Jobs we're always hiring for

We work with many pre seed - series b orgs + established orgs up to $1B ARR (see our niches) across SaaS + beyond
Founding AE
(GTM)
  • Accounting & Financial Biz Analytics - SaaS
  • Compliance & Health - SaaS
  • Sales/Martech - SaaS
  • Security & AI - SaaS
    •

MSP & Consulting AE
(Founding & Established)
  • Boutique MSP
    • $33M ARR
    • Microsoft, Amazon, etc.
    • Up to $300k base
    • More Info
  • Staffing Account Executive
    • 3rd largest creative, marketing and IT org
    • Up to $100k base
    • More Info
  • Cyber Security, Networking, Salesforce Consulting
  • Marketing & Advertising Services
    • Google AI, CG & others
    • $100k - $120k base
    • More Info

SDR
(Founding Hire/Team)
  • Compliance & Health
    • Series B
    • $65k base, $200/mgt
    • 1.2% closed won
    • More Info
  • Security
    • $65k base
    • Price per appointment, % of closed won
    • More Info
  • Marketing & Advertising
    • SaaS & consulting
    • Up to $75k base, $120k+ OTE
    • More Info
  • Sales & Marketing
    • SaaS
    • Earlier stage (Seed -> Series A
    • More Info


Job seekers: How we work together


1. Partner with me
I persue you - most of my b2b companies have specific req and I fish out most of my hires (assuming you are a direct connection of me personally) though I miss messages, so follow up

Once we meet we create a wishlist & I curate gigs that match your req & professional boundaries at orgs that solve the types of problems you have solved & want to solve & at ideal stages of growth that match your exp

I will be calling you forever w/ ideas if the gigs I have open immediately aren't giving that they need to give - add me, follow IDR page & email/call -

I work with my candidates for years (maybe even until you hire from me if you become a sales leader or founder one day) and will work to bring you value & maintain a lasting relationship with you where you see me as your job curator, consultant & peer

Love talking gtm, sales, content, entrepreneurship & playing the game of leveling up in sales/exec/founder life
2. Pursue me
Convince me that you are a fit for one of my jobs now or within my niche

We include ALL of your outbound you send to us to our b2b execs to showcase your persistence & intentionality - I like dog pics and have tons of featured content on how to get noticed by recruiters - use it - anything you send to me I'll use to sell to my client on the skills that rarely show up on paper

We often have access to jobs our b2b startups are NOT running ads for & are building their org chart

Worth the extra "work" for us to curate for you - negotiate title, $ + ease of hire
3. Pay me
If you aren't an immediate fit for current roles but want to learn - book counseling on our website
Regardless of "how" by meeting you get:
  • Access to all of my advise on how to put your best foot forward with landing interviews (ideally without applying) + getting job leads just by existing (getting on recruiters/execs & vcs lists when sourcing for candidates)
  • Teach you how to build a center of influence of people who can pay you using simple recruiting techniques to find hiring teams in your niche, proactively + the necessary frameworks to put your best foot forward in your sales or exec interviews, accessing jobs, generating more interviews & closing leads (via us & beyond)
  • Advising on how to getting hired in fewer calls & most realize investing time into reciepts, networking & interviwing approach means getting hired at the top end of the range $ (due to the amount of trust you have built) & sometimes in less interviews by utilizing our proactive approach of running the interview cycle
Once we meet we will discuss any open positions (if we missed you in our efforts) or do a deep dive into book of 150+ b2b relationships to see if clients will create jobs around YOU

Guaranteed you'll learn something (+ get access to all Resume & LinkedIn & interview templates)
How to get in touch

Req, boundaries, role, timeline, best foot forward, expectations


When getting to know you,our passive and performing candidates, it is important we understand your output, conversions, impact, workflow and expectations

Here are some examples of quesations we will ask you
  • Quota (most recent 3-4)
  • Quota attainment: (most recent 2, last 3-4)
  • Total revenue brought in career:
  • Total revenue brought in last/current company:
  • Awards one for sales performance:
  • How many leads per week/ month are you generating:
  • Total new logos brought in by self throughout tenure:
  • Metrics per day (call, emails, dms, talk time)
  • Initial meetings to Demo Conversion Rate:
  • Demos to closed deal Conversion Rate:
  • Average deal sizes:
  • Largest deal closed:
  • Average sales cycle length:
  • Tech stacks experience with:
  • How much of your day was spent working with existing accounts (lead list) vs. hunting for new business:
  • Decision makers/champions sold into:
  • Clients worked with in book of business: size, amount, value, amount of employees:
  • Territories owned/sold into:
  • Verticals supported:
  • Impact (time you made your co money, saved money, improved something while there:
  • Sales methodologies/ fav sales books:
  • Why left last org:
  • Why still looking/if applicable:
  • What did you learn from your last position:
  • What does "growth" mean to you:
  • Words you would use to describe yourself:
  • Start date - ideal:
  • Availability to interview:
  • Where are you interviewing? Where are you in the process?
  • Last interview you had, what happened, why move forward or not
  • Last offer you rejected, why:
  • Why startup vs established org:
  • Ideal buyers/ problems/stage of orgs
  • Comp breakdown and expectations
  • Proof of performance:
  • How many dependents on insurance/insurance req
  • Types of leaders you like working with:
  • Goals, boundaries, wishlist
  • Travel req/ interest:
  • Time you turned a "no" into a yes:
  • Time you were scrappy to close:
  • Give an example of when you had to navigate a complex buying committee with conflicting priorities. How did you align them towards a common goal:
  • How you tailor your discovery questions based on the stakeholder you're speaking with: (i.e., a CFO vs. a VP of Sales)
  • Identified that a deal wasn't a good fit early on. How did you handle it, and what was the outcome:
  • Customize your sales presentation for multiple stakeholders w/ different concerns. How did you ensure each decision-maker's priorities were addressed:
  • How you armed your internal champion with the right messaging and resources to sell internally. What worked well, and what challenges did you face:
  • Overcame a skeptical or resistant stakeholder late in the sales process? Walk me through how
  • Present a business case to an executive team? How did you structure your argument, and what was the outcome?
Req, boundaries, role, timeline, best foot forward, expectations


It's Destiny
We vet jobs and help you win the BE$T offer


Proactive vs. reactive relationship building

Career Insurance


As niche headhunters our candidates work with us because wet vet for them

Even the most *scrappy* passive and performing sellers need insight to determine who is with meeting

Our network vs. yours





How we know our b2b employers

Referrals
Candidates, founders, and VCs
Referrals
GTM sales consultants, 30 Minutes to Presidents Club
Referrals
Through our advisory & word of mouth
Outbound
Good old fashion outbound

"I don't work with recruiters, I can get jobs on my own"


As a major heads up, staffing companies solve two problems:
1. Too many people are applying
What this usually means - desirable job, good product fit, well funded SEXY job - a gig that people WANT, but companies don't want to go through 1k applications, to interview 40 people to find their top 2-3 - let alone fish out ideal reps like YOU

What is in it for you:
  • Companies partner with 3rd party agencies because SOMETHING isnt giving, since this client most likely doesnt want to waste any more time with candidates that "look good on paper" but don't perform in interviews
  • Working with an agency recruiter like me, can often help you feel more prepared. Plus get info that internal teams RARELY give out
  • Working with a third party often times means getting more insights on what has worked, and what has not worked, including what stage people tend to fail at (usually discovery or cfo finals)
  • They tell us the questions they wish candidate's would ask during the recruiting life cycle
  • They have us teach our talent what stories are relevant and advise on the extra things one can do to build trust (drip campaigns, lead lists, day zero-120 day plans) all tips and tricks that you can use for this gig and beyond
Many clients we partner with:
  • Remove their ads - limiting additional inbound competition
  • Hire in less interviews, than if you were to apply to black hole @ hr dot com - 2-3 max
Working with a third party recruiter can help you REALLY know what it takes to land a great gig - without even applying
The goal of any good, niche recruiter is to get to know you on calls, so we can curate opps for you based on your need$ and professional boundaries
2. Not enough qualified candidates are applying
When a company isnt having the volume of applicants they want to have, and they want their pipeline filled intentionally with niche candidates - they partner with a third party partner, like It's Destiny Recruiting to be a walking talking billboard for them.
What is in it for you:
  • get access to positions within certain niches, sizes of orgs that you may not consider/ engage with unless an unbiased (job agnostic recruiter) reaches out and asks you to put yourself in a position to be pleasantly surprised
"I can get jobs on my own"

Some of the ways we vet opportunities on your behalf

Founder profiles (personalities & background)
  • Sales exposure
  • Their vibe (and interview/ coaching style)
  • How they view sales (and how they have perfected the craft)
  • Where the prioritize their time, how long will they co-sell
  • Where they put their margins (their salary, tech "debt", CS, marketing)
Stakeholders & margins, product
  • Who they get funding from, when are they raising
  • Where they spend their money (office, marketing, tools, training)
  • Why this markets
  • How refine pmf
  • Where are they at with building product
  • Who they hire and when (onshore, offshore, ai sdrs, dev, csm, execs)
Where a company is in their founding sales led motion
  • Revenue (ARR)
  • Accounts (How many)
  • Who sourced them (referrals, copy and paste free pilots from vcs real new logo)
  • What was the deal size?
  • What $ did they renew at?
  • Customer churn?
  • Ideal average sales cycle and deal size?
  • Converting pilots - what works, what doesn't - can reps go to closed lost for full %? (ideally 30% of closed won
  • Where are they applying AI internally?
  • What has been built? What needs to be scaled?
  • What can they show us to prove (tax docs, dashboards
  • The channels that work for them (events, sequences)
  • Sales methodologies (plg, slg)
  • How do they disqualify deals?
  • When do they know it is "too early" to get into enterprise
  • How do they balance the offering they are building vs the offering a specific customer wants?
Org chart and role development
  • When are they hiring? Why? Why now vs later
  • What are they looking for (why is this? Where did this opinion come from?)
  • If they are hiring an IC now, why wouldn't it be a "head of sales"
  • What is preventing them from hiring someone with a c suite title in a player/coach role?
  • When will they hire product marketing, build case studies
  • Who will handle CSM/AM? If a hybrid role, how do they plan on prioritizing onboarding
Founding roles - promises and contract terms
  • How much autonomy you'll have and how much a founder or current exec team will get in your way
  • Obs (goals, gaps, opportunity, ) determining who aligns with what is offered now vs promises of the future
  • What is expected and when, what does their offer letter look like? Will they look at our examples on how to structure KPIS, expectations and payouts?
Converting pilots
  • What works, what doesn't
  • can reps go to closed lost for full %? (ideally 30% of closed won
Benefits, travel accommodation

Some of the questions we ask employers

To determine all of these things, and help understand what they're looking for and if you'll be a fit we ask questions like:
  • Who do you get founding from?
  • Where do you spend your money? (office, marketing, tools, training)
  • What channels work for you? (events, sequences)
  • What are your sales methodologies? (plg)
  • How do you build your product? (engineering)
  • Who do you hire (onshore, offshore, ai sdrs, execs)
  • What are the benefits - what's important?
  • What work do you put into getting involved in sales and content product marketing?
  • What are your timing & expectations? - ramp, admin
  • What do your contract terms look like? - accelerators, gaurantees
  • How soon do you expect reps to close
  • Are you wiling to have consultants come in and do x ahead of time? Test y ahead of time? Give candidates x in offers to get three



Won't waste your time with non-fit interviews



Our goal when vetting opportunities for you is to:

1. Protect your time with well vetted and qualifed opportunities
2. Get you hired quickly in as few calls as possible
3. Get you top of range, with contract clauses that protect you

Experts partnering with experts




Experts helping experts be intentional


What we're looking for

Number$
Understand your number and conversions - to land interviews and build value.
These numbers we will keep on file (and add to) for years, also help you make sure your receipts are on lock (linkedin, resume, predictable outbound to quota math) all things you can have ready to your best foot forward far beyond 1 job opp
Examples
Build out a list of losses, wins and lessons breaking down your (gtm sales) cycle - great resource to have built up to show rather than tell - to provide as much detail as possible to show your process while doing a discovery on the companies end to qualify/determine if this is the place for you. Can be sent as a pre interview note, post interview follow up or just have ready - again another great "template" that can be used beyond the jobs we talk about
Proof
Never hurts to have a folder (or as as media on your linkedin page) to be used as a "brag book" or youtube - we will encourage you to find or acquire docs that "show" rather than "tell" if you are comfortable - dashboards, recommendations, screenshots of praise from your founders, clients, peers, execs
Goals & Boundaries
Clear direction on what they want and what they want to avoid so we can make sure to curate the right opps for you based on your hopes, dreams, goals and red flags - goal is to think the way you do
Design, Test, Perfect
Build data and systems, ask why, challenge, improve
Startup Serious
Only considering startups, or changing environments where their experience and instincts will be valued
Giant Nerds
Love learning, invest in themselves, record and improve everything
Show rather than tell
Write things down, build frameworks naturally, make it easy to understand concepts internally and externally
Curious, Gritty & Secure
Ask a lot of questions, push on the "why", love the art and science of sales, secure enough to make it happen early, often and consistently



Types of sellers we rep

All Star Sellers
The best of the best:
  • Work at your competition and/or have experience working with your buyers
  • Startup, smaller org and/or GTM founding sales/exec experience
  • Proof of success
  • Have met 5x in the last year, some 20x+ and in person
  • Trust us to vett and curate jobs for them
  • Truly passive, or VERY intentionally interviewing
  • Sales psychopath
  • Potentially placed reps (we have referrals from their SVP/Founders, sales leaders)
Show More
Great Sellers
Better than most:
  • Recent experience with buyer and at a similar stage of org
  • Have met 1x-5x over time/this year - often more
  • Passive or active, performing
  • Not as many screenshots or social proof as an All Star Seller
  • Still a sales psychopath
  • Has references
  • Deeply vetted
  • Self assigned homework
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Good Enough Sellers
They'll still impress:
  • Some experience with your buyer current/past
  • Experience in tech and SaaS
  • Startup or small environment sales experience
  • Provided stories/examples of how they can run the sales cycle
  • Still great reps, just not from an immediate competitor or exact buyer experience
  • Limited screenshots or "proof" of performance
  • Given a chance to complete self assigned homework
Show More

Founding Roles










Approach to building b2b pipeline






How to identify your sales philosophy type







Where exactly are they?

No ideas - starting from scratch
Outbound curious (have ideas)
A little data on what works for them
A proven concept that can be scaled

Option 1:
Did they work with us to build a founder proof of concept, and do the "below the iceberg" work?
Option 2:
Is the org a work in progress, and do they have clear expectations? (or understanding of how long it can take - based on GTM foundational work that needs to happen and the realities of their sales cycle length