Evidence & methodology
Right title ≠ sufficient evidence
This is how we verify every candidate, and how we measure what a search actually produces.
What do we verify in every candidate?
What quota they had, and how much of it they hit.
How much of the growth was actually attributable to their own management.
Whether they built the team or simply inherited it.
What kind of market and sales cycle they actually know.
Whether they sold directly or only managed others who did.
What size and structure of team they led.
How reliable their forecast actually was.
What real experience they have in each country.
How they worked with Marketing, Product, Finance, and Operations.
What references can actually validate their performance.
What risks exist for the fit with your company.
Cases
One mandate, one result.
We share real cases from our searches, always anonymized to protect our clients' confidentiality.
Country Manager — Mexico market opening
Technology company (B2B SaaS)
- Executives identified
- 47
- Executives evaluated
- 11
- Finalists presented
- 4
- Time-to-shortlist
- 18 days
- Time-to-hire
- 41 days
- Retention
- 12+ months
Mexico market opening completed.
We measure what a search actually produces.
Time to the first valid shortlist.
Share of passive candidates.
Share of finalists with verifiable results.
Offer acceptance rate.
Client response time.
Compensation benchmark accuracy.
References completed before the offer.
Retention at six and twelve months.
90 and 180-day milestone completion.
Searches paused on a "don't hire yet" recommendation.
We publish these indicators by cohort, as searches close.
Are you about to hire the person who needs to change your commercial operation?
Let's talk before defining the job title. A first conversation can help identify what kind of leader you need, what risks exist, and what the next step should be.