Revenue teams, built properly.
We help business leaders build revenue functions that compound. Senior commercial recruitment and revenue advisory, run by operators who have done the job themselves.
The Challenge
Predictable revenue
is built,
not hoped for.
The commercial talent that actually moves a business forward is in short supply. The best operators in sales, GTM and revenue leadership know their worth, have options, and are rarely on the market. Finding them takes market knowledge, not job adverts. Keeping them takes the right structure, not just the right salary.
Evara is built for the businesses that want to do this properly. The right structure, the right leaders, and the team to deliver.
What We Do
Four areas. One revenue function.
ALIGN™: Talent Identification
Led by Rachel Lunn, Co-Founder of Evara
Most senior commercial hires fail before the offer is signed. The role was never properly defined, the market was never properly mapped, and the screen was never properly run. ALIGN™ is the method that fixes that.
- Structured role definition
- Market mapping
- Targeted candidate outreach
- Commercial screening
- Considered shortlisting
- Offer & acceptance support
Rachel ran recruitment operations inside a global multi-million pound business for over a decade. She works the way she always has: calm, structured, and accountable to the hire still being there in two years' time.
Revenue Strategy & Advisory
Led by Rich Evans
For leaders who can feel the revenue engine is misfiring but cannot see exactly where. We map the full commercial function, name the binding constraint, and give you a plan you can actually run.
- Go-to-market strategy
- Demand generation strategy
- Marketing and sales alignment
- Sales team structure
- Territory and market strategy
- Revenue role design
- Compensation and incentive planning
- Hiring plans for growth
Rich has built, scaled and sold his own businesses, and now sits on boards and advises founders. He works with leadership teams the way an operator would, not a consultant. Clarity, structure, and a plan that survives contact with reality.
Fractional Revenue Leaders
Vetted senior operators
Not every business is ready for a permanent CRO or Sales Director, but most still need senior leadership in the room. Our bench of fractional operators step in for two days a week and run the function while you decide what permanent looks like.
- Fractional CROs
- Fractional Sales Directors
- Fractional Commercial Directors
- Fractional GTM Leaders
- Fractional Marketing Leaders
- Fractional Demand Generation Leaders
Every leader on the bench has been vetted in person and signed off by three C-suite references. No CV-only operators, no LinkedIn polish. People who have actually built the function before.
Confidential Career Search
For senior commercial talent
A retained, highly personalised search partnership for proven senior operators who refuse to let their next move be driven by a junior generalist with a CV and a quota. No CV uploaded anywhere. One laser-focused next position that aligns with both your career and your lifestyle goals.
- Sales Directors and Heads of Sales
- Commercial Directors
- VP Sales and CROs
- Senior BDMs and Account Directors
- GTM and Revenue leadership
- Run personally by Rachel Lunn
Two routes, depending on the level. Confidential Career Search for senior commercial operators, run by Rachel. Bespoke Career Search for commercial leaders (CRO, MD, GM) and exceptional individual revenue generators, run by Rich. Free to the right candidates; the employer pays at the point a hire is made.
The Method
ALIGN. The hiring method that actually works.
Seven steps that turn a brief into a hire who is still there two years on, doing what they said they would.
- STEP 01
We define your role properly
A written scorecard with outcomes, package and behaviours, signed off by the hiring manager before any outreach.
Prevents: A search built on a job title and a guess.
- STEP 02
We build your bespoke opportunity pack
A bespoke EVP and opportunity pack: role narrative, growth story, comp benchmark, day-in-the-life and CEO or MD note, wrapped in a digital attraction campaign.
Prevents: A standout passive operator binning a generic recruiter message.
- STEP 03
We map the full talent market
A named long-list of where the right operators actually sit, including the strong ones who are not on the market.
Prevents: A shortlist drawn from whoever happened to be applying.
- STEP 04
We target the right candidates
A first conversation framed around your commercial brief, not a generic pitch, so the wrong fits drop out early.
Prevents: A pipeline of polished CVs with no commercial intent.
- STEP 05
We run real commercial screening
A structured assessment of pipeline ownership, leadership and motivation, scored against the scorecard agreed in step one.
Prevents: A hire who interviews well but cannot carry a number.
- STEP 06
We deliver a laser focussed shortlist
Three to five candidates presented with strengths, risks and cultural fit, supported through to signed offer and start date.
Prevents: A CV flood followed by a rushed offer.
- STEP 07
We stay with you through offer, onboarding and 90 days
Offer design that holds against a counter, a 30-60-90 plan agreed before day one, and check-ins at day 30, 60 and 90 with both the hire and the hiring leader.
Prevents: A strong hire quietly drifting in their first quarter because nobody owned the landing.
Trust and transparency
How we work, set out in full.
Operator-led, fixed-fee, and documented end to end. The pages below set out the method, the audit and the engagement shapes in the same detail a board would ask for.
Hiring methodology
ALIGN, in full
The full seven-step retained search method. Owner, output and the specific failure mode each step is designed to prevent.
Read the method →Advisory methodology
Audit anatomy
What actually sits inside a Strategic Revenue Audit. Five workstreams, the artefacts we review, the deliverable in your hands at the end.
Read the anatomy →How we work
Engagements and pricing
Five engagement shapes, what is in, what is not, the fee model, and the exit criteria for each. Set out before we start.
See engagement types →Trust and transparency
What every Evara engagement carries.
Search guarantee
60-day shared-risk window
Every search runs on a commitment deposit plus a completion fee invoiced on day 60 of employment. You see the candidate in seat for sixty days before the bulk of the fee is charged. If they leave inside the window, no completion fee is charged.
Read the terms →New-business firm
Founding-cohort terms
Indicative pricing locked for twelve months. Direct access to Rachel and Rich on every engagement. Reserved for the first ten clients per practice.
See cohort terms →See before you buy
Sample audit (anonymised)
An illustrative anonymised excerpt from a real Strategic Revenue Audit. Shape, tone and depth, so you know what arrives before signing one.
View sample audit →Roles We Support
Across the full revenue function.
Who We Work With
Ambitious businesses building strong revenue teams.
Mostly B2B businesses between £2m and £50m revenue, building serious commercial functions without the corporate scaffolding that usually comes with it.
We do things a little differently.
- We don't compete with multiple agencies on the same role
- We don't work from vague briefs
- We don't participate in volume recruitment
- We don't send cvs to demonstrate activity
- We don't compete on lowest fee
When the hire matters, we do it properly.
If the fit is wrong, we will say so before you sign anything.
Industries
Industries we recruit and advise across.
Explore all industriesManufacturing
Advanced manufacturing, aerospace supply, automotive, precision engineering and industrial OEMs across the North.
SaaS & B2B Software
Vertical SaaS, horizontal B2B software, PLG and enterprise software businesses across the North.
FinTech & Financial Services
FinTech, payments, lending, wealth, insurance and core financial services across the North.
HealthTech & MedTech
HealthTech SaaS, MedTech devices, NHS-facing software and life-sciences commercial roles.
Industrial Tech & IIoT
Industrial software, IIoT, MES, predictive maintenance and digital-manufacturing platforms.
Logistics & Supply Chain
Logistics, distribution, fulfilment, supply-chain SaaS and 3PL commercial roles.
Professional Services
Legal, accounting, consultancy and B2B professional services commercial roles.
Consumer & FMCG
FMCG manufacturers, food and drink, consumer goods and consumer-brand commercial roles.
Media & MarTech
Media, broadcast, AdTech, MarTech and creative-industries commercial roles.
Exec Search, Recruitment & RecTec
Executive search firms, recruitment groups, staffing businesses and recruitment-technology vendors hiring senior commercial leaders.
Operator playbooks and tools
Step-by-step playbooks and interactive tools, built from inside the work.
Playbooks with the prerequisites, owners, time-boxes and failure modes built in. Scorecards and planners you run in the browser. No login, no email gate, save as PDF.
Playbook · Hiring · 8 to 10 weeks
Hire a Head of Sales in the North
Most Head of Sales hires fail because the role was never properly defined and the screen was never properly run. This playbook walks a founder or CEO through the eight steps that consistently produce a Head of Sales who stays past the eighteen-month mark.
Tool · 6 sections · 2 minutes
Hiring Readiness Scorecard
Score your readiness to make a senior commercial hire across role definition, comp, process, attraction, onboarding and decision authority. Prioritised gaps and a Save-as-PDF output.
Playbook · Hiring · Three to five weeks per shortlisted candidate
Run a CRO interview loop
A CRO interview loop is not a calendar of conversations. It is a structured process designed to surface whether the candidate can run your specific revenue function under your specific board pressure. This playbook walks a CEO through the five stages of a serious CRO loop.
Tool · 6 areas · radar output
GTM Readiness Assessment
Score your go-to-market readiness across six critical areas with radar visualisation, guidance per item and a prioritised action plan.
Playbook · Diagnostic · One working week
Build a commercial scorecard
Most revenue functions are reported on with thirty metrics that nobody reads and three that everyone optimises. A commercial scorecard is the eight-metric, one-page artefact the leadership team runs the business against every week.
Tool · headcount + pipeline
Revenue Capacity Planner
Model how many reps, meetings and pipeline you need to hit your revenue target. Adjust inputs and see outputs change in real time.
Testimonials
What our clients say.
"The team have helped us build our revenue team across sales and marketing including helping us define the right strategy and role profiles. A year on and we are very grateful. Glad to be partnered."
Chris Fahey
CEO, AG Payroll
"The guidance has been 1st class as we have built our revenue function. The support has been vital as we have progressed the business."
Stewart Wallace
CEO, Konstrukt
Start Here
Clarity in 48 hours.
Two focused audits that give you an honest picture of where the revenue function actually is, and where the next move is hiding. Delivered in 48 hours, with a written report you can hand to the board on Monday.
360° Strategic Revenue Audit
A full diagnostic of how your revenue function actually runs. Where go-to-market, sales and demand gen connect, where they are quietly costing you, and where AI will accelerate the model or break it.
- Full revenue function mapping
- Go-to-market alignment review
- Sales structure and capacity analysis
- Demand generation effectiveness
- Compensation and incentive review
- AI and automation opportunity and threat assessment
- Clear, prioritised recommendations
Actionable strategic report
Request This AuditThe Hiring, Team & Talent Audit
An honest read of the team you have, the gaps you do not yet see, and whether the roles are shaped correctly. Plus what to keep in-house, what to outsource, where offshoring genuinely works, and how AI is changing which roles you actually need.
- Current team structure review
- Role clarity and alignment check
- Talent gap analysis
- In-house vs outsource vs offshore recommendations
- AI and automation impact on current and future roles
- Market benchmarking for key roles
- Hiring prioritisation framework
- Clear, prioritised recommendations
Actionable strategic report
Request This AuditLet's talk about your next move.
Strategy, a senior hire, or a fractional leader for the next two quarters. Tell us where you are. We will tell you honestly what we would do.
Talk to Evara.
Sales recruitment, GTM recruitment and revenue advisory for SMEs UK-wide. We reply within one working day.
Email Rachel Lunn