Apply to work with Josh
Engineer your sales roster. Replace guessing with data.
For $2M to $20M founders ready to stop hiring on gut feel. We diagnose your existing team, place the right rep type for each seat, and back every hire with a one year performance guarantee.
Sales Team MRI on your current roster within 14 days
5 to 8 vetted A player candidates per open role
Flat $45,000 fee, paid over 3 to 6 months
Replacement at no charge if the rep doesn't perform
Application takes 4 minutes. Discovery call within 48 hours of approval.
How it works
Three steps to a roster that actually closes
No coaching retainers. No training programs. We engineer the roster, place the right people, install the system. Total engagement runs 90 days end to end.
Why owners hire us
Three things owners stop having to worry about
The full engagement
Exactly what you get for $45,000
Flat fee. Paid over 3 to 6 months. No commissions on placed salary. No retainer surprises.
The Sales Team MRI and Overhaul
Flat fee: $45,000 · Paid over 3 to 6 months
Full Sales Team MRI
Innermetrix profiles on every existing rep with role fit analysis
The Hierarchy Report
Each seat mapped to the right rep type: Hunter, Farmer, Closer, Support
Custom Job Ads
Written for each open role to attract the right candidate type
The Shortlist
5 to 8 vetted A player candidates per role with full assessment data
Interview Process
Rapid fire interview structure that cuts through fluff and surfaces signal
Hire Decision Support
Direct access to Josh during final selection and offer stage
90 Day Onboarding System
Installed with the new hire so ramp is measured, not assumed
Performance Guarantee
Replacement at no charge if the rep doesn't hit agreed targets in year one
How we compare
Why founders choose us over the obvious alternatives
Most owners default to a contingency recruiter, a sales coach, or DIY hiring. Here's what each actually delivers.
Your First Sales Meet
Predictable flat fee
Psychometric data on every candidate
Diagnoses existing reps before hiring more
Role specific candidate matching
1 year performance guarantee
Onboarding system installed
Owner stays out of the recruiting weeds
Total cost on a typical hire
$45K flat
30 to 90 days
$30K to $50K
Sometimes
Sometimes
$2K to $5K / mo
$15K+ in lost time
Real founders, real results
Where this has actually worked
Entropy Radiator
From stuck at $2.3M to positioned for $4M+
Challenge
A 20 year old manufacturer plateaued at $2.3M, held back by underperforming team members.
Solution
Replaced the lowest performing rep and shop manager. Restructured the team around the right rep types.
Result
Positioned for $4M+ revenue next year.
Therapy Practice Accelerator
Record monthly sales four months running
Challenge
Needed to grow the sales team with reps who could close higher priced solutions confidently.
Solution
Implemented our recruiting method and attracted more top talent than TPA had ever experienced.
Result
Record sales four months in a row. Volume sustained a year later.
BetterLife Tribe
From $150K monthly losses to 200% growth
Challenge
Rapid launch created an avalanche of activity, overwhelm, and massive unprofitability.
Solution
Built a sales system that converted cold leads to long term members. Recruited a team that could handle the load.
Result
Profitable in 3 months. 200% revenue growth in 6.
What founders say
From people who've already done this
"The MRI told us in two weeks what we'd been guessing about for years."
Former President, Kajabi
Author, 80/20 Sales & Marketing
"Close rate skyrocketed. Revenue grew 5x. We finally escaped the 7 figure desert."
Before you apply
The questions founders ask before booking the call
Why $45,000 flat instead of percentage of placed salary?
Because I do not want to reach into your pocket more and more every time the rep succeeds. Percentage pricing means I get paid again and again as your hire performs. You hit quota, I win. You hit it bigger next year, I win bigger. That turns me into a tax on your rep's success, and it is backwards. The flat fee eliminates that entirely. I get paid once to do the work well. After that, every dollar your rep generates is yours. No ongoing skim, no incentive for me to push comp up. You also know the number before we start, which matters. And honestly, at $45K flat for a full Sales Roster Engineering engagement, you are already paying less than what the vast majority of recruiting firms take as a percentage cut. You are getting a better deal and a cleaner one.
How is this different from a contingency recruiter?
A contingency recruiter sends resumes and hopes one sticks. They are paid to fill the seat, so speed and volume win over fit. You do the interviewing, the assessing, and the guessing. If it works, great. If it does not, they already cashed the check. I do Sales Roster Engineering. Before I source a single candidate, we define exactly what the seat requires: the archetype, the behavioral profile, the drivers that actually predict performance in your specific sale. Every candidate runs through the same assessment battery I have used on more than 9,000 sales professionals. You get a ranked shortlist with the reasoning, not a stack of resumes. The difference is contingency fills chairs. I build the roster.
What if the rep we hire doesn't work out?
First, we work hard to make that rare. The whole point of the process is that fit is measured up front, not discovered six months in. Most bad hires are not effort problems, they are placement problems, and placement is exactly what this process is built to solve. That said, people are not robots and life happens. Every placement comes with a one year guarantee. If it does not work out inside that year, I re-engage and find the replacement. We can walk through the specifics on a call so you know exactly what is covered before you commit.
How long does the engagement take?
Five to seven weeks from kickoff to your new rep starting work. The first week is definition work, getting the seat and the scorecard right, because everything downstream depends on it. Sourcing and assessment run in parallel after that. I would rather be right than fast. Rushing the front end is how you end up re-hiring the same seat twice in a year. If your timeline is tighter than five to seven weeks, tell me on the call and we can talk about what is realistic.
What size company do you work with?
Businesses roughly in the $2M to $20M range. That is the zone where a single sales hire genuinely moves the number, and where a bad one genuinely hurts. Big enough that the seat matters, small enough that you feel every mistake. If you are outside that range, reach out anyway and I will tell you straight whether I am the right fit or point you somewhere better.
What if I just need help with my existing team, not new hires?
That is a real conversation and often the more valuable one. Half the time the problem is not a missing rep, it is the wrong people in the wrong seats. The same assessment work that ranks candidates also tells you who on your current team is a hunter stuck in a farmer role, who is coasting, and who is miscast entirely. We can assess your existing roster and map who belongs where before you spend a dollar on hiring. Sometimes the fix is already on your payroll. And sometimes the talent is fine but the process is broken. If we uncover that you have good people running a sales process that is working against them, I can step in and fix that too under a separate engagement. Either way, we start by figuring out which problem you actually have. Book a call and we will sort it out.
What industries have you worked with?
A wide range across B2B, from manufacturing and construction to professional services and everything adjacent. The methodology is industry agnostic on purpose. What predicts sales performance is the behavioral and motivational fit between the rep and the specific sale, not the vertical on the business card. I have assessed over 9,000 sales professionals across those industries, so if yours has a particular rhythm, odds are I have seen it. Tell me what you sell and I will tell you what I know about hiring for it.
What does the application process look like?
It starts with a call, not an application. We talk through the seat you are trying to fill, whether Sales Roster Engineering is the right fit, and what success looks like for you. If it is a match, we scope the engagement and set the fee, which you already know is flat. From there, kickoff is the definition work: building the scorecard for the seat. Then sourcing and assessment run, and you get your ranked shortlist. No black box. You see the reasoning at every step.
Apply to work with Josh
Tell us about your business
Application takes 4 minutes. We respond within 48 hours. If we're a fit, you'll book a discovery call.
Your next sales hire is either alpha or another quiet drag on revenue.
The application takes 4 minutes. We respond within 48 hours. The discovery call is 30 minutes and 100% pitch free.
1 year guarantee on every placement
100% confidential discovery call
5,000+ candidates assessed
$2M to $20M businesses only