Why Azimuth
Built by people who sold before they recruited.
Anyone can confirm a job title and a set of dates. Very few people can tell you whether the person behind them can actually sell.
We carried a number before we ever wrote a job brief. Full cycle enterprise deals, long sales cycles, real quotas. We know what the job takes because we have done it, and we have hired and coached the people who do it now.
A career recruiter screens against a job specification. They can confirm the title and the years. What they cannot tell you is whether the person can actually sell.
We assess the things the job turns on. How they run discovery. How they handle an objection instead of folding. Whether their pipeline is real or padded. Whether they can hold a price under pressure, build a business case a CFO will sign off, and get to the second and third approver who never asked to meet them.
A CV tells you what someone was given. Not what they did with it.
The numbers have to reconcile
Territory, team size, ranking, deal count, average deal size, cycle length. Strong performers walk through all of it without hesitating.
A live sales assessment
We run a role play scored against a rubric for discovery, qualification, objection handling and control. This is the part almost nobody else does.
The traits behind the numbers
Coachability, resilience, competitiveness, curiosity. Over performing inside a strong brand is a different job from being your second hire.
Will they actually move
International hires fall apart after the offer, not before it. We find out early whether the family is genuinely on board, what the notice period really is, and how the candidate will react when their current employer counter offers. Most do get a counter offer.