Hire at scale.
Several roles open, one standing brief. We keep sourcing, assessing and shortlisting while you hire, so the next shortlist is ready before the last seat is filled.
Thirdfort
GitGuardian
Oktopost
Rated People
Leadbeam
Strada
Daemon
5Mins
Reveni
Sauced
Nobilia
Rampd
First Delivery
Tick Talent
ZangoHow ongoing hiring works.
One brief for the whole team, then a desk that keeps running. You interview and hire. We keep the pipeline full.
A standing brief
An hour with a sales person to scope every open role. Add or change a role any time.
Sourcing that never stops
We work a network of 35,000 salespeople every week, plus the applicants from your posts. Nobody waits for a new advert to go live.
Every candidate assessed before the shortlist
A sales expert assesses each one out loud, before you see a name. Our AI does the listening, so nothing gets missed.
A shared pipeline you can see
One board for all your roles. You see who is where, what we made of them, and who is ready to meet.
A sales person on it every week
Someone who has carried a number works your roles every week and sends you a short update.
Watch a hire move.
Our pipeline, as we run it. Every candidate has a video intro, an assessment and a note from the sales person who spoke to them.
A scripted preview with sample candidates. The board is the one we run on every role.
“With meritt, I didn't waste time on unqualified candidates, and the process felt like having an internal recruiter dedicated to our needs.”
Howard Rees · Chief Commercial Officer, Macrobond
Every candidate assessed before the shortlist.
A spoken conversation with our assessor, read by a sales expert on the four behaviours and the role’s skills. Press play to watch one.
The orb is the salesperson's only focus. It breathes while it listens and comes alive when it speaks, so the whole thing feels like a conversation, not an exam.
- One spoken conversation, a few short segments
- Coaching moments woven in to test how they adapt
- Scored against curiosity, coachability, communication and grit
Every candidate, scored the meritt way.
Your shortlist on the four behaviours and the skills the role needs. Strong or some signal, never a number.
| Candidate | Curiosity | Coachability | Communication | Grit |
|---|---|---|---|---|
| JHJordan Hayes | Strong signal | Strong signal | Strong signal | Strong signal |
| PNPriya Nair | Some signal | Strong signal | Some signal | Strong signal |
| TRTom Reilly | Strong signal | Strong signal | Some signal | Strong signal |
| Strong on the list | 2 of 3 | 3 of 3 | 1 of 3 | 3 of 3 |
A scripted preview with sample candidates. Every read is a sales expert’s, never a score.
What it costs.
For teams hiring several roles at once. We keep sourcing, assessing and shortlisting while you hire.
Book a callA flat fee per hire, agreed before we start. Not a percentage of salary. No hire, no fee.
See the feesThirty minutes with a sales person. We will tell you which one, and whether we can fill the roles.
Ongoing hiring, answered.
What counts as "several roles"?
Two or more sales roles open at once, or one role you hire for again and again, such as a growing SDR team. If it is one role, one time, the per-hire fee fits better. Tell us what is open and what is coming, and we will say which.
What does the monthly fee include?
Sourcing from a network of 35,000 salespeople, an assessment for every candidate, a shortlist with a fit report on each name, the shared pipeline, and a sales person working your roles every week. The fee starts at £500 a month and is agreed on the call, based on what you have open.
Can we pause?
Yes. Tell us when the team is full and we stop the desk. When a seat opens, we start again from the same brief, so nothing is lost. The exact terms are agreed on the call and put in writing.
Do you replace a hire that does not work out?
We agree terms including a replacement guarantee on the call. Ask and we will put it in writing.
How fast is it?
15 days from brief to signed offer per hire, on average. On ongoing hiring the desk never stops, so the next shortlist is already building while you interview the last one.
Bring us the roles.
Thirty minutes with a sales person. Tell us what is open and what is coming. We will tell you straight if we can fill it.