Overview
You'll work in tech sales at HireWave, a small recruiting firm (10 people) that posts job opportunities and helps SDRs move into AE roles. The exact function isn't clear from the posting - this could be recruiting sales (selling HireWave's services to companies), candidate placement (working with job seekers), or internal sales operations. You'll likely be building processes as you go since the company is small.
Role Snapshot
| Aspect | Details |
|---|---|
| Role Type | Unclear - likely sales/recruiting hybrid |
| Sales Motion | Unknown - probably outbound prospecting to companies |
| Deal Complexity | Likely transactional to consultative |
| Sales Cycle | Unknown - recruiting services typically 2-8 weeks |
| Deal Size | Unknown - recruiting fees vary widely |
| Quota (est.) | Unknown |
Company Context
Stage: Unknown - appears to be very early stage or bootstrapped
Size: 10 employees
Growth: Actively hiring, posting about career opportunities
Market Position: Small player in crowded recruiting/HR services space
GTM Reality
Pipeline Sources:
- Unknown - likely heavy outbound to companies hiring tech sales roles
- Possibly inbound from LinkedIn job posts and career page
- Network/referrals from founder's connections
SDR/AE Structure: Unknown - at 10 people you're likely doing full-cycle work
Support: Minimal - small team means you'll be figuring things out yourself
Competitive Landscape
Main Competitors: Traditional recruiting agencies, LinkedIn Recruiter, specialized tech sales placement firms
How They Differentiate: Focus on tech sales progression (SDR to AE movement)
Common Objections: "Why not hire directly?", "We use our own recruiters", "Too expensive"
Win Themes: Unknown - likely specialization in tech sales roles
What You'll Actually Do
Time Breakdown
Prospecting (40%) | Candidate Work (30%) | Internal (30%)
Key Activities
- Outreach to companies: You'll likely cold call or email companies hiring tech sales roles, trying to get them to use HireWave instead of hiring directly or using other agencies
- Candidate sourcing/screening: Finding and vetting tech sales candidates, probably via LinkedIn and job boards
- Coordination: Matching candidates with opportunities, scheduling interviews, following up with both sides
- Internal tasks: CRM updates, reporting, possibly creating job posts or marketing content
The Honest Reality
What's Hard
- Vague role definition: The posting doesn't explain what you'd actually do day-to-day, which is a red flag
- Small team resources: At 10 people, there's limited training, tools, and support infrastructure
- Dual-sided sales: Recruiting means selling to both companies (buy our service) AND candidates (take this job)
- Competitive market: Recruiting is crowded and many companies prefer to hire direct
- Revenue uncertainty: If this is commission-based recruiting, income is unpredictable and depends on placements closing
What Success Looks Like
- Placing X candidates per month/quarter (number unknown)
- Building relationships with companies that use HireWave repeatedly
- Maintaining a pipeline of qualified tech sales candidates
Who You're Selling To
Primary Buyers:
- Hiring managers at tech companies (if selling recruiting services)
- HR/Talent Acquisition leads
- Tech sales professionals looking for their next role (if this is candidate-facing)
What They Care About:
- Companies: Speed to hire, quality of candidates, cost vs internal recruiting
- Candidates: Salary, company quality, career progression, remote flexibility
- Both sides: Responsiveness and not wasting their time
Requirements
- Comfort with ambiguity - role is not clearly defined
- Self-directed work style - small team means less structure
- Sales or recruiting experience helpful but not specified
- Ability to build from scratch - limited playbooks or processes likely exist
- Remote work discipline - fully distributed role