Recruitment agency forSales
SDR, BDR, Business Developer, Account Executive, Account Manager, Customer Success Manager, Head of Sales…
The best Sales candidates don’t apply for jobs. We approach them directly.
0 trial periods ended early in 2025
- 116
Sales hires since 2023
- 80,000+
candidates in our network
- 90%
of candidates accept our clients’ offers
Our approach
Why trust us with your Sales hiring
Targeted direct search
We approach the best sales candidates on the market directly, through our LinkedIn Recruiter license, the talent pool we maintain and referrals. Each candidate is selected for a track record backed by numbers, command of the sales process and knowledge of your ICP.
Our sourcing channels
Assessment
Together we build a clear scorecard based on your sales priorities: track record (quota, deal size, ramp-up), sales method (MEDDIC, Challenger, BANT), vertical and attitude. We check every key figure before presenting a candidate.
Sample Sales scorecard
Long-term partnership
We share our market insights (OTE ranges by vertical, turnover trends, signs that someone is about to leave) and our search reports to help you build a strong sales team.
What we deliver
Tailored search report
Up-to-date salary benchmark
Tracking of candidates open to a move
Closing and onboarding follow-up
Our process
6 steps to hire the right person
Role definition and scorecard
Targeting and search strategy
Screening and assessment
Candidate presentation and reports
Support through to the signed offer
KPI review and continuous improvement
Role definition and scorecard
Targeting and search strategy
Screening and assessment
Candidate presentation and reports
Support through to the signed offer
KPI review and continuous improvement
Our Sales expertise
Roles we cover, stacks we know, salary ranges and seniority levels.
SDR
Opens conversations with prospects, qualifies their needs and hands meetings over to the closing team.
Business Developer
Opens new accounts from prospecting to signature, a common profile in startups and small and mid-sized companies.
Account Executive
Signs new customers in a given segment (SMB, mid-market or enterprise) and carries their own quota.
Account Manager
Grows existing customers: renewals, upsells and expansion to other teams within the customer’s company.
Customer Success Manager
Drives customer adoption, prevents churn and prepares renewals and account expansion.
Head of Sales
Designs the sales organization, manages the teams and owns the revenue forecast presented to leadership.
Sales Ops
Manages the CRM, territories and commissions, and builds the sales team’s dashboards.
Solution Engineer
Brings technical expertise during the sale: demos, POCs and answers to integration questions.
RevOps
Aligns processes and data across the whole revenue chain, from the first marketing lead to renewal.
Companies that trust us with Sales hiring
A dedicated expert, client testimonials and completed hires to back it up.
Sales client testimonials
Florian Baron
General Manager · Shiroo
« We had the opportunity to work with Lity on the search for a BDR. Alexandre really listened and quickly understood our challenges as well as the urgency of the need. In less than a month, our new hire was found, and today he’s a key person in our acquisition strategy. »
Emmeline Desmots
Head of Customer Success · Upply
« Alexandre very quickly understood our need and the type of profile we were looking for. From the very first conversations, the candidate presented was relevant and in line with our expectations, which saved us valuable time. I also really appreciated his follow-up throughout the recruiting process: he’s available, responsive and proactive. I’ll work with Lity again without hesitation for our next hires! »
Alexis Martel
Co-founder & COO · Pharow
« Thanks to Lity, we were able to talk with currently employed, highly relevant candidates we would never have reached on our own or through a simple job post, and the follow-up was excellent all the way through reference checks. »
Laurent Leclerc
Co-founder · Smappen
« Remarkable efficiency, driven by great responsiveness and highly relevant targeting. We’ve already made 5 hires with Lity, and I don’t think we’re going to stop there! »
Lucas Tournel
CEO & Co-founder · lePermisLibre
« Lity has supported us on several sales-oriented roles for 4 years. The quality is there every single time. »
Geoffrey Bereyziat
Co-founder & CRO · Hedg
« The recruitment firm Lity is very responsive and professional, and offers high-quality sales, finance and tech profiles. I recommend them! »
Nicolas Bitner
General Manager · Bryj Technologies
« A very good boutique firm! The follow-up is truly personalized and professional. A firm that really listens to client needs and to the specifics of our company. »
Related Sales case studies
Your Sales recruitment consultant
3+ years recruiting Sales talent
The B2B sales market is tight in 2026. Finding an Account Executive who hits quota right after ramp-up takes months, especially for technical or regulated ICPs.
Romain Meurant leads our sales practice at Lity. He headhunts SDRs, AEs, Account Managers, Customer Success Managers and Heads of Sales who truly master their sales process.
Learn more about our approachShow less
In B2B SaaS sales in France, the market is tight for people who deliver: a senior Account Executive who hits quota, an SDR who converts, a Head of Sales who knows how to hire. Counteroffers are common, ramp-ups are long, and resumes never tell the truth about real closing skills.
Our sales team knows modern sales organizations (SDR, AE, AM, CSM, RevOps, Head of Sales) and the methods that work (MEDDIC, Challenger, BANT, Sandler). They know how to set OTE by vertical, tell an inflated quota from a real track record, and tell a qualified pipeline from an over-attributed one.
Our method relies on 4 complementary sources: our LinkedIn Recruiter license for direct approaches to currently employed candidates, our talent pool of sales profiles that we keep up to date, referrals within our network of top performers, and our presence at sales community events. We build the scorecard with you. For timelines and concrete results, our case studies document each search.
We work with companies of every size
Startup, scale-up, SME or large enterprise: we adapt our methods to your stage of growth and your hiring needs.
Startup
1 to 30 employees
At a startup, sales is run by the CEO plus 1 or 2 Founding AEs. The first SDR is hired once there is evidence that the process can scale.
Scale-up
30 to 300 employees
At a Series A/B scale-up, the classic structure is put in place: SDR → AE → AM → Head of Sales, with a RevOps hire for the tools.
SME
50 to 500 employees
In the expansion stage (Series C+), teams are split by account size (SMB / MM / Enterprise), the company expands internationally and builds a CRO function.
Large companies
Mid-market companies and large groups
In a large corporation, the sales organization covers several countries and segments, with Sales Engineers and Account Management teams dedicated to strategic accounts.
Further reading
Resources and other Lity practices.
Other Lity practices
All our recruitment practicesRelated
Keep exploring
- Hiring in FranceContracts, salaries and notice periods for US and UK companies.
- Hiring in the USSales and engineering talent in the United States.
- Hiring in the UKSales and engineering talent in the United Kingdom.
- Salaries in FranceGross, net and employer cost by role, in euros, dollars and pounds.
- Executive SearchSenior leaders, recruited through a confidential direct search.
- Permanent recruitmentPermanent hires in France and Europe, paid on success.
Answers to your questions about recruiting in Sales.
What do B2B sales packages look like in France in 2026?
B2B sales packages in France in 2026 break down by seniority:
- SDR: €32K to €45K base salary, plus €10-15K variable.
- Mid-level Account Executive: €55-70K base, plus €30-50K variable (OTE €90-120K).
- Senior Enterprise AE: €75-100K base, plus €50-80K variable.
- Head of Sales at a scale-up: €100-130K base, plus significant variable pay.
- CRO at a Series C+ scale-up: total comp often exceeds €200K including equity.
In long-cycle industrial B2B sales, commissions often replace part of the base salary.
SDR, AE, Account Manager: how should you structure a sales team?
Each role covers a specific stage of the sales cycle:
- SDR (Sales Development Representative): qualifies inbound or outbound leads and hands them off.
- Account Executive: closes deals (demo, negotiation, closing).
- Account Manager: takes over after signature (renewal, upsell, expansion).
- Customer Success Manager: rounds out the team by supporting product adoption on the customer side.
The classic B2B SaaS structure follows a ratio of 1 SDR for 2-3 AEs, and 1 AM for 25-50 accounts depending on ACV.
How do you assess a salesperson without getting fooled?
To assess a salesperson without getting fooled, check several things:
- Hard numbers: historical attainment as a percentage of quota, size of signed deals, average sales cycle.
- Sales method: the framework used (MEDDIC, Challenger, Sandler, SPIN).
- References: check with a former direct manager.
- Practical test: a role-play (cold call or product demo) tells you more than the resume.
- How they talk: a good AE talks about pipeline and closing, not activity.
Be careful with candidates who left a company just before the end of their ramp-up: ask why during reference checks.
Is the B2B sales job market strong in 2026?
The B2B sales market is tight in B2B SaaS, especially for Enterprise and Strategic profiles. The return to fundamentals (faster ramp-up, self-generated pipeline, immediate ROI) makes hiring harder.
Several trends shape 2026:
- Outbound SDRs: those with real outbound skills (personalized LinkedIn outreach, cold calling) are rare, since many were trained on inbound only.
- Founding AE: this profile (the first closer after the founder) is becoming more attractive and better paid, a trend made popular by American AI startups.
- Hunters: the return of AI-driven outbound makes them valuable again.
Which sales methods should you expect from a B2B salesperson in 2026?
Several sales methods are expected from a B2B salesperson in 2026:
- MEDDIC (Metrics, Economic Buyer, Decision Criteria, Decision Process, Identify Pain, Champion): for qualification.
- Challenger Sale: for sales posture.
- BANT: for quick qualification.
- Command of the Message: for structuring demos.
- Modern outbound: combines cold calling, personalized email sequences, LinkedIn social selling and intent signals (Apollo, Sales Navigator, ZoomInfo).
Candidates who use AI for prospecting (Clay, Outreach AI, Gong) have a clear competitive advantage in 2026.
What career paths follow an Account Executive role?
The classic path after Account Executive follows this progression: SDR → AE → Senior AE → Sales Manager (managing 3-8 AEs) → Director of Sales → Head of Sales or VP Sales → CRO.
Lateral moves are gaining value:
- Senior Account Manager
- Customer Success Manager
- Sales Engineer
- RevOps
- Founding AE: at early-stage startups, attracts candidates looking for equity and impact.
- Strategic Account Management: lets you manage 7-figure accounts with a long-term farming approach and total comp comparable to a VP Sales.
Trust us with your hiring in Sales.
A hands-on approach for hires that last.
Intro call (30 min)
A video call to understand your needs and walk you through our approach.
On-site visit
We meet you on site to get a detailed understanding of your culture and your hiring plans.
Targeted search
The search starts. We present only the candidates who match your requirements.