Hire CSMs who already run your motion.
- No retainer
- No monthly minimums
- Hand-matched by humans
Who's hiring
A few basics so we know who you are and where you work.
Use your company email. We match against the company domain.
Success fee only. No retainer.
The difference
Us vs. Your Recruiter.
Market knowledge for your CS type.
We track live comp ranges, realistic book sizes, and stack-specific talent depth across SMB, Mid-Market, Enterprise, and Strategic CS. Whatever shape your role is, we can tell you what fair actually looks like.
Generic ranges copied from salary aggregators, not benched against your segment, stack, or motion. You end up calibrating the spec yourself.
We've done the role. They haven't.
Every role is reviewed by someone who's been a CSM, hired CSMs, and managed CSMs. We read between the lines of a book, catch a mis-spec before it ships, and push back when a role can't be hired at the price you're offering.
A generalist recruiter who sourced sales reps, engineers, and designers in the same week. They'll match keywords. They can't tell you if the spec itself is wrong.
We only win when the hire works.
Fee comes due the day your hire starts, not the day they accept. Ninety-day replacement built in: if they don't stick, we rematch you at no extra cost. The candidate has to pass our bar before we see a dollar.
Paid the moment the offer is signed. Guarantees are usually 30 to 60 days, often pro-rated, and the incentive to help you navigate the first month quietly disappears once the invoice is out.
Pricing
You only pay when we deliver.
One fee. Contingent on a hire. No retainer to sign, nothing to pay if nobody fits.
of the hire’s first-year base salary.
Flat. No tiers, no bonuses, no surprises at invoice time.
- Paid on start, not sign
Fee comes due the day your hire walks in, not the day they accept.
- 90-day replacement guarantee
If it doesn't work out in the first 90 days, we rematch. No second fee.
- No retainer, no minimums
Zero cost until someone signs. Open as many roles as you want.
Why we can charge less
Why the fee is half.
Traditional recruiters charge 20–25% because their cost structure demands it. Ours is built differently.
Built by people who've lived the job
We've been CSMs, we've hired CSMs, we've managed CSMs. The person reviewing your role has sat in the chair and knows which signals actually predict a strong hire.
The largest active CSM database
We track both CSMs looking for their next role and the strong ones who aren't. That depth means we can match against who's actually right for the job, not just who happens to be on the market this week.
Your role gets learned once, reused forever
When we match your second hire, we already know your stack, your motion, and your bar. Every subsequent role is faster and sharper, and the fee stays flat.
Technology runs the admin. Humans run the judgment.
Intake, matching, scheduling, paperwork: automated. The parts that actually matter (reading someone's real book, judging fit against your motion) stay with humans, every time.
We show up where you are
Slack, email, wherever your team already lives.
We never make you log into another tool. Shortlists, candidate intros, feedback loops, all delivered to the channel or inbox your team already checks. Reply in one line, we handle the rest.
- Slack Connect
- Calendar, two-way
Your Sr. CSM shortlist is in. First up: Sarah M., 6 yrs Mid-Market, ran a $4.2M book on Gainsight + Salesforce with the same weekly check-in cadence you run.
She looks great!
Can you set up a 30-min intro?
What you get
Everything you don’t have to do.
Hiring is usually the second job you don’t have time for. We take the schedule-chasing, the calibration, and the candidate management off your plate so you can focus on the interview itself.
Market perspective, benched to your CS type
Real comp ranges, realistic book sizes, stack-specific talent depth, all benched against your segment and motion. If your role spec is off, we'll tell you before we send it out.
Every candidate is pre-interviewed
By the time someone lands in your inbox, we've already had a real conversation with them. You never see a name without the context behind it.
Scheduling, handled end to end
We coordinate calendars, send reminders, and confirm logistics with both sides. You just show up to the interview.
Effortless yes or no
Every shortlist arrives with clear fit notes and a recommended angle. Reply yes or no in one line; we handle the rest.
One human, not an account team
The same person who reviewed your role runs it all the way to close. No handoffs, no re-explaining your business.
Advisory on tap
We've built CS teams ourselves. Ask for comp benchmarks, leveling guidance, or book-size sanity checks. Free as long as you're working with us.
What you can expect
Fewer rounds. Faster close.
Every CSM we send you has already been screened against the operating shape of the role. No keyword matches, no mass inbound, no triaging 150 resumes to find the two worth talking to.
You get four to six candidates who can actually do the job. You run the interviews. We only get paid if one of them signs.
- 9daysAvg time to first intro
- 3roundsAvg to offer
- 100%Hand-matched
How it works
Three steps. One shortlist.
No job post, no LinkedIn blast, no resume pile. You describe the role, we hand-match against a pool of CSMs who’ve already told us the shape of their book.
You see a handful of candidates who can genuinely do the job. Not forty who can’t.
- 01you
Describe the role
Tell us the shape of the job. Book size, segment, stack, cadence, must-haves. Three minutes.
- 02us
We hand-match
We filter our pool against your operating fit. Every candidate is reviewed by a human before your name goes on the intro.
- 03you + candidate
You meet 4–6 fit candidates
Warm intros, with context attached. Run the interviews. We only get paid when one of them signs.
How we match
Four candidates worth your time. Not forty who aren’t.
You already know the problem. “CSM” on a resume means very little. Someone running 120 SMB accounts on a tech-touch playbook isn’t the same hire as a Strategic CSM running 8 enterprise logos and presenting to the board. Same title. Different job.
Job boards and recruiters collapse the difference. We don’t. We match on the operating shape of the role so your shortlist is small, specific, and actually relevant.
Shortlists built from fit, not from keywords.
- Book shape8 strategic accountsvs.120 SMB accounts
- MotionHigh-touch QBRvs.Tech-touch automation
- StackGainsight + Salesforcevs.Vitally + HubSpot
- CadenceWeekly check-insvs.Quarterly only
- ScopePure retentionvs.Owns expansion quota
- Org placementReports to CROvs.Reports to Product
One good hire is worth the three minutes.
Tell us the shape of the role. We’ll come back with four to six candidates worth your time.