Bring in a GTM specialist when you have a sales, marketing, or RevOps seat to fill, and skip the retainer and the in-house recruiter.
On-demand recruiting means bringing in a specialist recruiter for a specific sales, marketing, or RevOps hire when you need one, instead of carrying an in-house recruiter or committing to a long retainer. At Demand Recruiting, every search starts with defining the role, and you can start with a single search that is paid only when someone is placed.
It usually fits when one of these sounds familiar.
You're a founder who's still running sales and marketing yourself, and it's time to start handing it off.
Growth has stalled or leveled off, and you need the right sales or marketing person to get it moving again.
You lead sales, marketing, or RevOps and need to add people without spending your quarter interviewing.
You've raised a round or signed up for a bigger revenue target, and the team needs to grow to match.
Most of the companies I work with are B2B SaaS under $10M ARR, usually starting around $1M, and I'm an especially good fit between $3M and $5M.
There's more than one way to get recruiting help when you need it. Here's how the common models compare for a single important hire.
| Model | How you pay | Best when | Watch out for |
|---|---|---|---|
| Hourly or fractional recruiter | By the hour | You have steady hiring and will run the process yourself | Hours add up, and the recruiter may not know GTM roles well |
| Embedded or monthly subscription recruiter | A monthly fee | You're hiring for many roles at once | You pay every month, whether or not someone is hired |
| RPO (recruitment process outsourcing) | A longer-term contract to run part or all of your hiring | You have ongoing, high-volume hiring | Built for scale, which is usually more than one hire needs |
| Contingency search, per role | A fee only when someone is placed | You have one important role to fill. My Essential Search works this way. | Some firms send lots of resumes and hope one sticks, so ask how they screen |
| Retained search | An upfront commitment before the search starts | Senior roles where you want a committed search | You pay part of the fee before anyone is placed |
| In-house recruiter | A salary and benefits | Hiring is constant all year | A fixed cost that stays when hiring slows down |
If you need hourly recruiting capacity across lots of roles, an hourly or RPO provider is probably the better fit. Demand Recruiting is built for the GTM hires that decide whether growth happens.
I don't provide hourly recruiters. I run every search myself, from defining the role to closing the offer.
Every search starts with defining the role. Start with a single search, and move to the Team Building Partnership only if you're planning several hires.
Essential Search
For companies with a clear role definition who want expert sourcing and screening
What's included:
Targeted candidate sourcing through my SaaS network
Pre-screening and qualification of all candidates
3-5 qualified candidate presentations with detailed assessments
Interview scheduling and coordination
Offer support and salary benchmarking
90-day guarantee (replacement or refund)
Timeline: 30-45 days
Best for: Mid-level roles (Manager, Senior Manager), clear job descriptions, companies comfortable managing the interview process and final negotiations
Investment: Performance-based fee upon successful placement
Premium Search
For senior roles and first department hires, where getting the role right matters most
Everything in Essential, plus:
Strategic role definition session before I start sourcing
Priority access to my candidate network
Enhanced candidate assessment including reference validation
Structured interview process design and facilitation
Detailed feedback collection and candidate comparison framework
Full offer negotiation and closing support
Onboarding transition support
Timeline: 45-60 days
Best for: Senior roles (VPs, Heads), first department hires, companies who want consultative support in defining what they need.
Investment: Small engagement fee to begin + reduced performance-based placement fee.
Team Building Partnership
For companies hiring multiple roles over 6-12 months
Everything in Premium, plus:
Quarterly team planning and role sequencing advisory
Proactive pipeline building for anticipated hires
Priority candidate access for faster fills (25-35 days per role)
Ongoing market intelligence and salary benchmarking
Multiple placements at preferential rates
Extended guarantee terms
Dedicated partnership with regular strategic check-ins
Timeline: Ongoing relationship, faster fills per role
Best for: Companies planning 3+ sales, marketing, or RevOps hires over the next year that need strategic guidance throughout the process.
Investment: Quarterly advisory retainer + reduced placement fees per hire.
Pricing is discussed during your initial consultation, based on your specific roles and hiring plans.
I start with the role, then go beyond credentials to understand what candidates have actually built. Here's what that looks like on every sales, marketing, and RevOps search.
Before sourcing, I work out whether you need a strategic leader, a player-coach, or a specialized executor.
See the framework I start fromHave they been accountable for revenue metrics, or only for activity metrics like calls, emails, and MQLs?
Do they understand how your company sells, whether that's PLG or sales-led, SMB or enterprise?
Can they think strategically while still executing hands-on, which is what early and growth-stage teams need?
Do they know the tracking, automation, and data analysis that modern GTM work runs on?
I understand unit economics like CAC payback and channel efficiency, and I weigh each candidate's track record against yours.
These are the sales, marketing, and RevOps roles I recruit for B2B SaaS companies, one search at a time. The linked roles go to a guide on hiring for that seat.
Product Marketing and Content
You work with me, Kim Talarczyk, on every search.
I spent about 20 years in operations, management, and agency work, and five years inside B2B SaaS growth at DemandMaven. I've worked inside B2B SaaS companies through growth phases, stalls, and the run-up to an exit, so I understand what founders and GTM leaders are carrying when they need their next hire.
Every placement comes with a 90-day guarantee.
Days 0-30: Full refund or replacement search at no additional fee
Days 31-60: 66% refund or replacement search at no additional fee
Days 61-90: 33% refund or replacement search at no additional fee
(Guarantee excludes terminations due to layoffs, restructuring, or lack of work.)
On-demand recruiting means bringing in a specialist recruiter for a specific sales, marketing, or RevOps hire when you need one, instead of carrying an in-house recruiter or committing to a long retainer. At Demand Recruiting, every search starts with defining the role, and you can start with a single search that is paid only when someone is placed.
Hourly, embedded, and RPO providers rent you recruiting capacity over time, and you run the hiring alongside them. I work search by search on GTM roles, and each search starts with defining the role. I don't provide hourly recruiters. I run every search myself, from defining the role to closing the offer.
Yes. You can bring me in for a single sales, marketing, or RevOps seat and stop there. See how fees and the 90-day guarantee work.
When you're planning 3+ hires in the next 12 months and want ongoing guidance on team structure and role sequencing. That's what the Team Building Partnership is for.
Not quite. A contract recruiter joins your team for a stretch of time and works whatever roles you give them. On-demand GTM recruiting brings in a specialist for a specific hire, and the search ends when the seat is filled.
If you need steady recruiting capacity across lots of roles or functions, high-volume hiring, or non-GTM roles, an hourly provider, an RPO, or an in-house recruiter will serve you better.
Tell me about the sales, marketing, or RevOps role you're hiring for, and we'll work out whether a single search is the right place to start.
Book a Free ConsultationCompare the three search optionsOr reach out directly:
Helping B2B SaaS founders and GTM leaders hire the sales, marketing, and RevOps people who move growth forward.
