Never start from zero
Build relationships with credible sales talent before an opening becomes urgent, so each search starts with a market view instead of a blank slate.
Fractional sales recruiting
Fractional Sales Recruiting for B2B Teams
Build a stronger sales talent pipeline, a more disciplined hiring process, and the recruiting capacity to act when the right person becomes available, without adding another full-time recruiting hire.
Schedule a Hiring Call →More than a search
Stop treating every sales hire as a fresh emergency.
Most sales hiring becomes urgent before it becomes deliberate. A leader loses a performer, a new market opens, or a revenue plan demands more capacity. Then the team has to define the role, write the story, search the market, screen candidates, and run interviews while still carrying the day-to-day number.
Fractional Sales Recruiting gives your business an experienced recruiting partner across that work. Instead of appearing only when a vacancy becomes painful, Pinnacle stays close to the roles, the market, and the people your team may need next. The result is a more useful talent pipeline and a process that gets sharper with every hire.
This is not an outsourced inbox for job applications. It is focused recruiting support built around the buyer, sales motion, team, and commercial outcome your next hire needs to change.
What it changes
Give the hiring plan more time, more reach, and better judgment.
Fractional support is designed for the work that gets missed when a sales leader has to run the business and recruit at the same time.
Give sales leaders their time back
Pinnacle handles sourcing, outreach, screening, candidate management, and recruiting coordination, so your leaders can stay close to customers, coaching, and revenue.
Reach passive performers
The strongest salespeople are often performing well where they are. The work is to identify the right people, earn their attention, and understand whether the role is genuinely relevant.
Add capacity without another full-time hire
Get experienced recruiting judgment and hands-on support without adding the salary, benefits, technology, and overhead of an in-house recruiter before the hiring demand justifies it.
Built around the real work
Recruiting support that improves the next hire and the hires after that.
A good sales recruiting process should leave the business stronger than it found it. That means creating a clearer talent profile, a more credible role story, and an interview process that tests the work behind a candidate’s résumé. It also means capturing what the company learns so the next search does not repeat the same uncertainty.
Pinnacle can work across an immediate opening and the system around it. The focus is practical: what does the role require, where will the right people be found, how will the team recognize credible evidence, and what needs to happen after the person accepts?
How Pinnacle supports the work
Start with the role. Build the system that makes the role easier to fill well.
Each engagement is shaped around the hiring pressure your business actually has, from an immediate search to a sustained sales-buildout plan.
Define the talent profile
Clarify what strong performance means for each open role and likely future hire. The profile guides outreach, interviews, hiring decisions, and later performance conversations.
Build the right hiring process
Map the interview stages, define what each conversation must assess, create practical interview guides, and establish the hiring checks that protect a critical decision.
Create a stronger talent market presence
Sharpen the messages, role story, and interview experience that help the right people understand the opportunity, while making the wrong fit less likely to advance.
Strengthen the system around the hire
Review onboarding for the first 90 days, employee-referral opportunities, talent development needs, internship planning, and the hiring tools that support a repeatable process.
Flexible capacity
Get the recruiting work your plan needs, without carrying a permanent cost before it earns its place.
There is a real cost to treating recruiting as an occasional side project. Searches restart from scratch, leaders lose time to outreach and scheduling, and interview quality depends on who has a spare hour. A fractional model gives the business consistent recruiting capacity while keeping the scope tied to the hiring plan in front of you.
For a sample 90-day engagement across three roles in the materials Pinnacle provided, the comparison was $34,000 for fractional support versus $58,750 using a 25% contingency model. The right structure depends on the roles, volume, and level of support, but the principle is simple: invest in the capability you need, rather than defaulting to a cost model built for one-off vacancies.
Discuss your hiring plan →Founder-led recruiting
The recruiter stays close to the business problem behind every search.
Nelson Leiser brings 28 years in recruiting, including 16 years focused on sales talent, to every engagement. That experience matters when a company needs more than candidate volume. It needs a clear read on whether a person can create pipeline, earn trust with the right buyers, coach a team, or build a territory inside the realities of the business.
Pinnacle helps the hiring team separate the impressive story from the relevant evidence. The work stays close to the commercial conditions behind performance, then turns those conditions into a useful recruiting and evaluation process.
See how Pinnacle evaluates sales talent →80%first-year fill rate
7 business days
7 business days
fastest completed search
Pinnacle-reported results.Frequently asked questions
Fractional sales recruiting, answered.
What is fractional sales recruiting?
Fractional sales recruiting gives a business ongoing access to recruiting expertise and hands-on support without hiring a full-time internal recruiter. It is designed for companies that need more than an occasional search, but do not need or want permanent recruiting headcount.
When does fractional sales recruiting make sense?
It is a strong fit when several sales hires are planned, recruiting has become a recurring leadership distraction, or the business wants to build a talent pipeline before an urgent vacancy appears. It can also help when a company needs a more disciplined hiring and onboarding system, not simply more resumes.
Does Pinnacle still recruit individual roles?
Yes. Pinnacle can support a focused contingent or retained search when one role is the immediate priority. Fractional support is for teams that want recruiting capacity, market insight, and a more repeatable approach across a broader hiring plan.
How does Pinnacle work with an internal sales leader or HR team?
The work is designed to complement the people already closest to the business. Sales leadership keeps ownership of the commercial need and final decision, while Pinnacle brings structure to the talent market, candidate evaluation, process, and follow-through.
Start with the plan
Tell us what the next sales hire needs to change.
Bring the hiring plan, the market, and the pressure points. Pinnacle will bring the recruiting discipline.
Schedule a Hiring Call →