Software & SaaS Recruitment Agency

It is an agency that understands the roles and challenges specific to software companies: recurring sales cycles, PLG and SLG, cloud architecture, product scalability, recurring revenue and retention. This sector knowledge lets us assess candidates against the reality of your stack and your model, not just their CV. We draw on a network of more than 50,000 professionals in the ecosystem, mapped by role and seniority.

A good salesperson is judged on their track record, not their pitch: command of complex sales cycles, methodologies (MEDDIC, outbound, expansion) and the ability to sell a technical product. Above all, we tailor our search to your company's context: sales cycle length, average deal size, customer type (SMB, mid-market, enterprise), sales motion (SLG, PLG, expansion)... Someone who performs on €5,000 deals with a short cycle is not the person who will close €200,000 enterprise deals. Thanks to our network of Sales candidates already in post, we use headhunting to reach the A-players calibrated for your model, then we assess their real seniority (Account Executive, Head of Sales, VP Sales).

A generalist Tech recruiter can read a CV; a specialist SaaS agency understands how a software product is built, scaled and sold. We cover the whole chain (Engineering, Product, Go-to-Market, Customer Success, RevOps) and can tell a good engineer from an excellent one on your stack. Our sector knowledge and our talent pool make the difference on scarce profiles that job ads don't reach.

No. While we support many fast-growing startups and scale-ups, we also recruit for established software companies, mid-sized companies and large corporations that are structuring or strengthening their Tech, Product and Go-to-Market teams. Our expertise lies in these roles, whatever the company's stage of maturity: from the first sales hire to building an executive committee.

Yes. Our consultants recruit at every level of seniority, from the first individual contributor up to leadership and executive committee roles. You keep a single point of contact who understands what each role really requires and keeps your hiring consistent as your organisation takes shape.

You can usually expect a few days to receive a first shortlist of qualified, available and interested candidates, then two to four weeks to complete interviews and hiring, depending on your process. This speed comes from our pool of candidates already identified and our sourcing technology, which mean we never start from scratch on a new search.

Yes. We support early-stage startups, fast-growing scale-ups and established software companies alike, across France and internationally. Our network covers every region and every level of seniority, from the first individual contributor up to the executive committee.