We built INXSearch out of Los Gatos, California — a few miles from Sand Hill Road and the epicenter of the SaaS wave that reshaped how enterprise software gets sold. Fifteen years embedded in the world's most competitive sales talent market shaped our standards: move fast, qualify harder, and never forward a name you wouldn't stake your reputation on.
Over 15 years, we've built first sales teams at seed-stage startups in SoMa and Palo Alto, placed AEs at Series B companies in Austin and New York, and found CROs for enterprise SaaS businesses from Seattle to Miami. Our network runs coast to coast — because the best revenue talent doesn't always live where your HQ is.
Fifteen years of tech sales recruiting — from the first hyper-growth wave of SaaS in the Valley to the current AI-native era. We've watched the market shift four times and adapted each time. That institutional knowledge is what separates a well-sourced candidate from a well-placed one.
Before any outreach begins, we map the role against your current GTM structure, funding stage, and the specific failure mode you're trying to avoid. A shallow brief produces a wrong hire. We take the time to get it right.
The revenue professionals worth hiring aren't browsing listings. They're mid-quarter and outperforming. We reach them through a network built over 28 years — relationships, not algorithms.
We go beyond surface credentials. Quota performance, deal complexity, ramp history, and culture compatibility are assessed rigorously — so what you see in the interview reflects what you get in the role.
A prolonged search has a real cost in lost pipeline and missed revenue. We move quickly because we understand the stakes — but speed never comes at the expense of fit accuracy.
Signing an offer letter isn't success — a successful first year is. We stay close through onboarding and the initial ramp period, because a hire that doesn't stick is a search that failed at the final step.