You Have Multiple Openings
Your leadership team needs help keeping several searches moving at the same time.
Fractional Sales Recruiting
28 Years of Recruiting Experience.
Without Adding a Full-Time Recruiter.
Need experienced sales recruiting help, but not another full-time employee? Bring in a Fractional Sales Recruiter who works alongside your leadership team to recruit sales talent and build a stronger pipeline for the future.
B2B Sales Recruiting Passive Candidate Sourcing Hiring Strategy Talent Pipeline Development
Recognized as a Top 100
Recruitment Leader in North America
Recruitment Leader in North America
The capacity gap
You Need Recruiting Capacity.
You Don't Necessarily Need Another Employee.
Growing companies often reach an awkward stage. There are too many positions for the CEO or sales leader to manage recruiting effectively, but not enough consistent hiring volume to justify another full-time recruiting salary, benefits, technology, and overhead.
That's where Fractional Sales Recruiting fits. You get an experienced recruiting partner who can step into your business, understand what great sales performance looks like, build candidate pipelines, recruit passive performers, and help manage the hiring process without adding permanent recruiting headcount.
Get the recruiting capability you need, for the amount of hiring you actually have.Is this the gap?
When Does a Fractional Sales Recruiter Make Sense?
You're Handling Recruiting Yourself
Your CEO, founder, VP of Sales, or sales managers are spending valuable hours sourcing, screening, scheduling, and interviewing candidates.
Your Candidate Pipeline Has Stalled
Job postings aren't generating enough qualified sales candidates, and the people you really want aren't applying.
You Don't Need a Full-Time Recruiter
You need professional recruiting capacity, but current hiring volume doesn't justify another permanent employee.
Agency Fees Are Adding Up
Paying a percentage fee every time you make another hire gets expensive when several positions need to be filled.
Every Opening Means Starting Over
There is no ongoing talent pipeline, so every resignation, promotion, or new position sends the company back to square one.
If two or more of these sound familiar, Fractional Sales Recruiting may be a better model for your company.
Let's Talk About Your Hiring Needs →The better model
Never Start From Zero.
Stop treating every sales opening like a recruiting emergency.
Traditional recruiting often starts when somebody resigns or a new position is approved. Then the clock starts: the job gets posted, applications begin arriving, managers review resumes, and recruiters begin sourcing. Meanwhile, territory coverage, pipeline, and revenue momentum can suffer.
Fractional recruiting takes a different approach.
- 01
Define
Clarify the role, performance expectations, target candidate profile, compensation, and hiring criteria.
- 02
Map
Identify the companies, backgrounds, industries, and talent pools most likely to produce the right people.
- 03
Build
Develop relationships with qualified passive sales professionals, including people who aren't currently looking.
- 04
Hire
Source, screen, interview, coordinate, reference, negotiate, and close the people your company wants.
- 05
Maintain
Keep the pipeline alive so the next hire doesn't begin with an empty database and a new job posting.
The best time to build your sales talent pipeline isn't when someone quits.
What you actually get
More Than Candidate Sourcing
A Fractional Sales Recruiter becomes an extension of your leadership team and supports the recruiting process from strategy through hire.
- Sales role definition
- Candidate profile development
- Compensation and market feedback
- Talent mapping
- Competitor-company targeting
- Passive candidate sourcing
- Candidate outreach
- Resume and background evaluation
- Initial candidate interviews
- Candidate presentation
- Interview-process design
- Interview scorecards
- Hiring-manager calibration
- Candidate communication
- Interview coordination
- Reference-check support
- Offer strategy
- Compensation negotiations
- Candidate closing
- Talent pipeline development
- Future hiring strategy
You aren't buying resumes. You're adding recruiting capability to your business.
Protect leadership time
Your Sales Leaders Should Be Building Revenue, Not Recruiting All Day.
Every hour a CEO, founder, or sales leader spends searching LinkedIn, reviewing resumes, chasing candidates, coordinating interviews, and restarting stalled searches is time taken away from customers, coaching, strategy, and revenue.
A Fractional Sales Recruiter owns more of that work while keeping leadership involved where it matters most: selecting and hiring the right people.
Schedule a Hiring Strategy Call →More Leadership Time
Reduce the recruiting workload sitting on sales leadership.
Better Candidate Access
Reach passive performers who aren't responding to job postings.
More Consistent Hiring
Use a defined process instead of reinventing the search every time.
Stronger Talent Pipelines
Develop relationships before hiring becomes urgent.
Choose the right tool
Two Hiring Problems. Two Different Solutions.
Not every company should use fractional recruiting. Pinnacle can support companies in two different ways depending on the hiring situation.
Fractional Sales Recruiter
Best When You Need Ongoing Recruiting Help
- Multiple openings
- Recurring hiring
- Growing sales headcount
- No internal recruiter
- Limited internal recruiting capacity
- A need to build future talent pipelines
Contingent Sales Headhunter
Best When You Need One Critical Hire
- One immediate opening
- A difficult-to-find candidate profile
- A confidential search
- A critical sales or sales leadership position
- No need for ongoing recruiting support
Not sure which model makes sense? We'll determine that during the first conversation.
Compare your options
Choose the Recruiting Model That Fits Your Hiring Volume
| Fractional Sales Recruiter | Traditional Recruiting Agency | Full-Time Internal Recruiter | |
|---|---|---|---|
| Best for | Recurring or multiple hiring needs | Individual searches | Consistent high-volume hiring |
| Relationship | Embedded partner | External vendor | Employee |
| Cost structure | Predictable monthly investment + reduced success fee | Percentage fee per placement | Salary + benefits + recruiting tools |
| Flexibility | Scale with hiring demand | Search-by-search | Fixed headcount |
| Talent pipeline | Built continuously | Usually role-specific | Built internally |
| Hiring strategy | Included | Varies | Included |
| Passive sourcing | Included | Included | Included |
| Long-term recruiting infrastructure | Yes | Limited | Yes |
| Commitment | Flexible | Per search | Full-time employment |
Fractional recruiting fills the gap between repeatedly hiring outside agencies and adding another full-time recruiter.
The economics
Stop Paying for Recruiting Capacity You Don't Need.
A full-time recruiter creates a permanent salary, benefits, technology, and overhead commitment even when hiring slows down. Fractional recruiting creates another option: ongoing recruiting capacity while you need it, then a scaled engagement as your hiring needs change.
Full-Time
Best for companies with enough consistent hiring volume to keep an internal recruiter fully utilized.
Contingent
Best for individual, urgent, or difficult searches.
Fractional
Best for companies that need ongoing recruiting capability without permanent recruiting headcount.
Direct senior access
You're Not Handing Your Recruiting to a Junior Account Manager.
When you work with Pinnacle Sales Recruitment, you work directly with Nelson Leiser. Nelson brings 28 years of recruiting experience and specializes in helping companies identify, recruit, evaluate, and hire revenue-producing sales talent.
Fractional clients gain direct access to that experience without hiring a senior recruiting professional on a full-time basis.
28 Years Recruiting ExperienceB2B Sales Recruiting SpecialistPassive Candidate HeadhuntingTop 100 Recruitment Leader in North America
Senior recruiting expertise. Boutique attention. Flexible capacity.What happens next
From Hiring Problem to Recruiting Partner
Hiring Strategy Call
Discuss current openings, anticipated hiring, recruiting challenges, internal resources, and where leadership is losing the most time.
Build the Recruiting Plan
Define priority roles, hiring profiles, sourcing strategy, responsibilities, interview process, and expected hiring volume.
Launch Recruiting
Begin sourcing, passive outreach, candidate interviews, talent mapping, and pipeline development.
Review and Adjust
Review hiring progress regularly and change priorities, recruiting activity, and capacity as business needs change.
Built for growth
Built for Growing B2B Companies
Fractional Sales Recruiting is particularly useful for growing organizations where recruiting responsibilities are still sitting with the CEO, founder, HR generalist, or sales leader.
Especially useful for:
- Founder-led B2B companies
- Small and midsize businesses
- Companies building or expanding sales teams
- Organizations without internal recruiting
- Companies with several important openings
- Teams experiencing a short-term hiring surge
- Businesses entering new territories or markets
- Companies that want access to passive sales talent
- Businesses that need recruiting expertise but not another full-time employee
Frequently asked questions
Fractional Sales Recruiting FAQs
What is a Fractional Sales Recruiter?+
A Fractional Sales Recruiter is an experienced recruiting professional who works with a company on an ongoing, part-time, or flexible basis rather than joining the organization as a full-time employee. The recruiter functions as an extension of the company's team and helps manage sales hiring strategy, sourcing, candidate evaluation, and hiring execution.
How is this different from using a recruiting agency?+
A traditional recruiting agency is typically engaged to fill a specific position and earns a placement fee when the candidate is hired. A Fractional Sales Recruiter works more continuously with the company, helping manage multiple searches, build talent pipelines, improve recruiting processes, and prepare for future hiring. Pinnacle offers both models because each solves a different problem.
Do I have to hire enough people to justify this?+
No. The model is designed for companies that need professional recruiting help but may not have enough predictable hiring volume to justify a full-time internal recruiter.
Can you recruit candidates who aren't actively looking?+
Yes. Passive recruiting is a major component of the service. Rather than relying exclusively on applicants, Pinnacle proactively identifies and approaches qualified sales professionals who may be performing successfully in their current positions.
Does this replace our sales managers in the interview process?+
No. The goal is to remove unnecessary recruiting work from leadership while keeping hiring managers involved in evaluating and selecting the people who will join their teams.
What types of positions can you recruit?+
Pinnacle focuses on B2B sales and sales leadership positions, including SDR and BDR roles, account executives, territory sales, business development, sales managers, directors of sales, VPs of Sales, and other revenue-producing B2B sales positions.
How long does a fractional engagement last?+
Engagements can be structured around your hiring plan rather than creating a permanent headcount commitment. The right length and level of support depend on open positions, expected hiring volume, and business needs.
What if I only need one person hired?+
A contingent sales headhunting engagement may make more sense. Pinnacle offers both Fractional Sales Recruiting and Contingent Sales Headhunting so the recruiting model can match the hiring problem.
How much does Fractional Sales Recruiting cost?+
Pricing depends on hiring volume, the number and difficulty of searches, the scope of recruiting support, and expected engagement length. The first conversation determines the appropriate model before an engagement is recommended.
Build before the urgent need
Don't Wait Until the Next Opening to Start Recruiting.
Build the recruiting capability, candidate relationships, and sales talent pipeline your company needs, without adding another full-time recruiter.
Schedule a Hiring Strategy Call →Have one critical opening instead? Ask about Contingent Sales Headhunting.