Sales recruitment built around the hire, not the headcount.

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

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.

Most sales recruiters compete on speed and CV volume. Evara competes on the quality of the role definition, the market map and the commercial screen. We place fewer roles, more carefully, with higher stick rates.

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.

Evara works with SMEs across the UK. We build market maps and run searches against the geography of the seat, whether that is a single-site HQ or a fully distributed commercial team, and we work hybrid and on-site as the seat requires.

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 (Strategic Account Executives, Major Account Managers) and run end-to-end SDR / BDR layer build-outs when mandated as part of a wider build.

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.

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.

Yes, through our Revenue Advisory practice. Where a permanent Sales Director hire is the wrong move (too early, or the operating model needs design first), we can place a fractional commercial leader for three to nine months while the structural work happens, then run the permanent search behind it.

We screen specifically for founder-led environments: candidates who can build process where none exists, who can carry a number without a 50-person support layer, and who can communicate directly with a CEO without political games. This is a different bar from a corporate sales leader and we screen for it explicitly.