Frequently asked questions.

Evara combines sales recruitment, go-to-market recruitment and revenue advisory for SMEs across the UK. We help founder-led and scaling businesses build revenue functions that work, using our ALIGN hiring methodology and Strategic Revenue Audits.

Evara is built for founder-led and PE-backed SMEs scaling their revenue function, typically between £2m and £50m of revenue. Our centre of gravity is technology, SaaS, professional services and B2B businesses across the UK. We are not the right fit for high-volume contingent recruitment or for businesses looking for the lowest fee.

ALIGN is Evara's structured seven-step hiring methodology for revenue roles. It defines the role properly before recruitment begins, builds a bespoke EVP and Opportunity Pack to attract passive senior talent, maps the right talent market, approaches candidates with a commercial narrative, screens against commercial outcomes, produces a considered shortlist, and stays with the hire through offer, onboarding and the first 90 days. It is the codified version of how Rachel Lunn has always run a search.

Evara was co-founded by Rachel Lunn and Rich Evans. Rachel spent over a decade as Head of Recruitment Operations inside a global multi-million-pound organisation and architects the ALIGN hiring methodology. Rich is an investor and operator who has built and exited multiple businesses and now invests in and advises 19+ UK SMEs, and leads the Revenue Advisory practice.

A typical retained search runs 6 to 10 weeks from kick-off to offer accepted. Director-level and CRO searches sit at the longer end of that range. We will not rush a shortlist to hit an arbitrary deadline.

Our centre of gravity is senior commercial: Sales Director, Head of Sales, Commercial Director, VP Sales, Chief Revenue Officer. We also place senior individual contributors and run end-to-end SDR / BDR layer build-outs when mandated as part of a wider build.

Every retained search runs with a sixty-day shared-risk window. The completion fee (a percentage of first-year remuneration) is not invoiced until day 60 of the placed candidate's employment. If they leave or are exited inside that window, no completion fee is charged and we will rerun the search at no additional fee where the original brief has not materially changed. We also build a 30-60-90 onboarding plan with the hiring manager to reduce that risk in the first place.

Yes. A meaningful share of Evara work is confidential, including replacing an underperforming leader before they are exited. We run those searches under a strict confidentiality protocol with a sanitised brief in market and named-employer messaging only at second-stage candidate conversations.

GTM Engineering is the technical practice of building automated, data-driven systems across the revenue function: lead routing, signal capture, enrichment, sequencing, attribution. Done well it removes hours of manual work from sellers and lifts conversion rates materially.

Yes. RevOps is one of the most common Evara GTM searches. We screen for both the quantitative side (forecasting, attribution, capacity modelling) and the qualitative side (cross-functional credibility with a CFO and a CRO).

Yes. We routinely run programmes that hire across RevOps, Enablement, Demand Gen and an SDR layer in parallel, sequenced so the operating model is built before the front-line is filled.

A structured two to four-week diagnostic of the full revenue function: strategy, structure, process, comp, pipeline, forecast, tooling and people. Output is a written diagnostic with a prioritised set of interventions, not a generic playbook or a 200-page deck.

Most Fractional CRO engagements run between 4 and 10 days per month. Heavier at the start to install the operating model, lighter once the cadence is in place.

A consultant produces a deck. A fractional revenue leader runs the change inside your business. Evara is operator-led: the people delivering the advisory have built and led revenue functions themselves.

Yes. The most common Evara engagement is an audit followed by either a Fractional CRO engagement, a structured set of hires, or both. It is one connected piece of work, priced together.

Yes. We work directly with sponsors and management teams on commercial diligence, post-deal value creation plans, and ongoing fractional support across the holding period. We can run a single portfolio engagement or a multi-asset programme.

No. Every Evara search is retained on a two-payment structure: a commitment deposit paid up front to cover the strategic work, and a completion fee invoiced on day 60 of the placed candidate's employment. This protects the rigour of the process and means we are accountable for the outcome, not for activity.

Two payments. A commitment deposit is paid up front to start the search and covers the strategic work (role profiling, market mapping, EVP, attraction pack, adverts). A completion fee, set as a percentage of the placed candidate's first-year remuneration, is invoiced on day 60 of employment. For a typical Sales Director or Head of Sales search the total fee sits in the high-teens to mid-twenties of thousands of pounds. For CRO and VP-level searches it is scoped at kick-off.

No. Evara does not charge equity for advisory work. We are an operator-led practice, not an investor-led practice; cleanly separating those motives keeps the advice independent.

Evara works with SMEs across the UK and runs hybrid and remote engagements wherever the talent pool sits. We build market maps and run searches against the geography of the seat, not the location of the firm.

Selectively. The Evara practice is UK-focused, which is where our market knowledge is deepest. We will run searches that include EU or US-based candidates where a client mandates it and a UK-only pool is the wrong fit, but our centre of gravity is the UK commercial talent market.

Hybrid is the dominant pattern across the UK for senior commercial roles. Most businesses expect senior commercial leaders in the office two or three days a week. Fully remote is rare above Director level, though it does happen for senior individual contributors and specialist GTM roles.