Specialty leaderboard · Updated Nov 11, 2026
Sales & Marketing recruiters, Austin
Fee models, from the firms' own websites: 1 retained and 2 hybrid. Together they advertise 28 open roles.
Sales & Marketing firms ranked
| Rank | Firm | Focus | Fee model | Terms | Open roles | Index score |
|---|---|---|---|---|---|---|
| 01 | International Search Consultantssince 1999 | Executive leadership, sales management, financial services and corporate professional recruitment | Not stated | Not disclosed | 16 | 67.6 |
| 02 | Bulls Eye Recruitingsince 2014 | Sales and marketing professionals, engineering, technology and executive search | Not stated | Not disclosed | 8 | 53.2 |
| 03 | Scherer Talent | Consumer-brand operations, wholesale sales, product commercialization and brand marketing | Hybrid | Not disclosed | 4 | 33.0 |
| =04 | 3Search | Sales and marketing recruitment for growing technology and consumer businesses. | Hybrid | Not disclosed | 0 | 23.8 |
| =04 | Lyle Alexander Consulting | Sales leadership and executive recruitment for professional services firms | Not stated | Not disclosed | 0 | 23.8 |
| =04 | Quota Crushers Agency | B2B sales, account management, business development and revenue leadership | Not stated | Not disclosed | 0 | 23.8 |
| =04 | Rocket Talent | Growth marketing, product and data leadership for SaaS and consumer companies | Retained | Not disclosed | 0 | 23.8 |
| =04 | Saddle Peak Ventures | Go-to-market, sales and marketing leadership | Not stated | Not disclosed | 0 | 23.8 |
- 01International Search ConsultantsExecutive leadership, sales management, financial services and corporate professional recruitment67.6Not statedNot disclosed16 open roles
- 02Bulls Eye RecruitingSales and marketing professionals, engineering, technology and executive search53.2Not statedNot disclosed8 open roles
- 03Scherer TalentConsumer-brand operations, wholesale sales, product commercialization and brand marketing33.0HybridNot disclosed4 open roles
- =043SearchSales and marketing recruitment for growing technology and consumer businesses.23.8HybridNot disclosed0 open roles
- =04Lyle Alexander ConsultingSales leadership and executive recruitment for professional services firms23.8Not statedNot disclosed0 open roles
- =04Quota Crushers AgencyB2B sales, account management, business development and revenue leadership23.8Not statedNot disclosed0 open roles
- =04Rocket TalentGrowth marketing, product and data leadership for SaaS and consumer companies23.8RetainedNot disclosed0 open roles
- =04Saddle Peak VenturesGo-to-market, sales and marketing leadership23.8Not statedNot disclosed0 open roles
Score built from public signals · Fee model from firm websites · Terms reported by firms · Terms never affect the score
The index is free to read and free to be listed in. Our sponsor makes that possible, and has no say in any ranking.
How these firms are scored
Rank here is within Sales & Marketing. Every score is built from public signals and measures specialisation and activity, not a guarantee of service quality. Terms, claiming and sponsorship never change it.
- Specialist focus
- 40%
- Market activity
- 35%
- Track record
- 25%
What Sales firms charge
Market context · Fee survey
Collecting responses. No market range until enough firms answer.
Anonymous NYC Fee Survey. Ranges will never be tied to a single firm.Run a firm? Take the 6-min survey →
Hiring in Sales & Marketing?
Describe the role once. We route it to the Austin firms that specialise in it, and they reply with their approach and terms.
Post a brief →Sales & Marketing recruiters in Austin: questions
How do sales & marketing recruiters in Austin charge?
Of the firms ranked here, by their own websites: 1 retained and 2 hybrid. Most agencies charge a percentage of the hire's first-year base salary. Contingency recruiters are commonly quoted at around 15–25% and are paid only when you hire; retained and executive search firms often charge 25–35%, paid in stages as the search progresses.
How are sales & marketing recruiters ranked here?
Rank is within this specialty only. The biggest factor is specialist focus: the share of a firm's open roles that are in this field. Hiring activity and track record make up the rest. No firm can pay for placement.
Should I use more than one recruiter?
For contingency roles many employers brief two or three firms at once. Retained searches are exclusive by design. Posting one brief here sends it to the specialists and lets you compare their approach and terms before you commit.