Commercial talent across every sector we cover, and financial sales coverage across capital markets. From first-line pipeline through to Chief Revenue Officer, and from cash equities sales through to Global Head of Distribution.
B2B and SaaS commercial talent across the full revenue stack and every sector Diver5ify covers — technology, financial services, data centres, life sciences, construction and legal. Whether the requirement is a single A-player AE or a complete go-to-market build, the standard does not change: people who hit number, lift teams, and earn the right to the next deal.
Origination, distribution and capital-raising mandates for banks, brokerages, asset managers and alternative platforms. Financial sales is a function defined by trust, technical fluency and the calibre of the rolodex. We recruit professionals who carry conviction with allocators, treasurers, hedge fund traders and corporate principals — and who can defend a P&L in a market that does not forgive imprecision.
Commercial search is the practice most prone to optimistic narrative. Strong CVs are common, repeatable closers are not. Our process is built to separate the two — and the standard holds whether we are placing an SMB Account Executive or a Global Head of Distribution.
Quota, attainment, deal size, sales cycle, win rate, churn — or in capital markets, wallet, client revenue, P&L contribution and franchise impact. Every metric a candidate offers is corroborated through structured back-channel and former-manager references before we put them in front of clients.
A founder-led seven-figure deal cycle is a different role from velocity SMB closing. Cash equities sales to a hedge fund is a different role from corporate FX. We brief mandates around the actual selling motion and shortlist accordingly.
At the senior end — particularly across financial sales — portability of client relationships is critical. We diligence the book carefully, with appropriate sensitivity to non-compete and non-solicit constraints.
For sales leadership we recruit operators who have built and rebuilt teams, not only inherited them. Bench-building, hiring track record and team retention sit alongside revenue history in our assessment.
Candidates are diligenced on what they actually owned. Clients are diligenced on what they are actually selling. The mismatch between the two is the most common cause of failed sales hires.
Our commercial bench spans the sectors Diver5ify covers — useful when the right hire is the AE who knows your industry, and equally useful when the right hire is the one who has sold into something harder.
A salesperson is only as good as the next call they earn the right to make. We hire for that quality first.
Confidential briefings for CROs, CCOs and founding teams building commercial benches. Discreet conversations for sales professionals — from SDR to global head of distribution.
