Sales Recruiting | Dallas-Based • Nationwide
Sales Recruiting Built for Real Execution.
Find sales talent that can prospect, follow up, manage pipeline, and produce results—or join the network for your next sales role.
Tony Kurtulan and TK Sales Group connect companies with sales professionals through a founder-led, assessment-informed recruiting process. We look beyond titles and résumé keywords to understand the role, buyer, sales motion, compensation plan, work model, manager support, execution habits, and evidence required for success.
Two Paths. One Sales Standard.
Are You Hiring—or Ready for Your Next Sales Role?
Sales recruiting works best when both sides are clear. Employers need a role built around real outcomes. Candidates need a role that fits the sales motion, manager, compensation plan, work model, expectations, and support required to perform.
Companies, HR & Recruiters
Find the Right Salesperson.
Clarify the role, compensation, sales motion, hiring timeline, work model, manager support, and success measures before sourcing begins. Then evaluate people against the job they will actually perform.
- Direct hire and permanent placement
- Contract, project, temp-to-hire, and fractional inquiries
- Remote, hybrid, on-site, field, and territory roles
- Sales leadership and hard-to-fill revenue positions
- Role scorecards, structured interviews, and onboarding support
Sales Professionals & Leaders
Join the Sales Talent Network.
Show more than a title. Build a profile around your sales experience, role goals, work preferences, compensation expectations, measurable results, and the execution strengths you can bring to a company.
- SDR, BDR, appointment setting, inside, outside, and account executive roles
- Account management, sales management, and revenue leadership
- Permanent, contract, fractional, remote, hybrid, or on-site interests
- Founder-led review for selected profiles and matching opportunities
- No candidate placement fee to join the network
Fix the Hiring System Before Blaming the Candidate
Sales Hiring Often Breaks Before the First Interview.
A good salesperson can still fail inside a poorly defined role. Before sourcing, the company should know what the person will sell, who they will sell to, how leads are created, what activity is expected, how performance is measured, and what support exists after the offer. Companies that need help defining the role, process, or manager expectations can begin with sales consulting and role-design support.
The Role Is Too Vague
“Salesperson” is not a scorecard. The role needs defined outcomes, sales motion, territory, buyer, activity expectations, and first-year priorities.
Compensation Is Misaligned
Base pay, commission, quota, ramp, accelerators, draw, territory, and lead ownership must work together and be explained clearly.
Charisma Replaces Evidence
A polished interview is not the same as prospecting skill, discovery, follow-up, pipeline discipline, resilience, or the ability to learn.
The Sales Motion Does Not Match
Transactional B2C, complex B2B, inbound, outbound, channel, enterprise, and founder-led sales require different strengths and operating habits.
There Is No Ramp Plan
New hires need a 30-, 60-, and 90-day path for product knowledge, activity, conversations, pipeline, coaching, and performance review.
The Manager Is Not Ready
Even strong talent can stall without clear coaching, clean CRM expectations, usable tools, fast feedback, and accountability.
Modern Sales Staffing Options
Choose the Placement Model That Matches the Work.
T.U.N.E. Sales Recruiting begins with the business need, not a generic staffing label. The right model depends on duration, urgency, supervision, classification, budget, risk, and whether the company needs a long-term hire or immediate selling capacity.
The T.U.N.E. Sales Recruiting Framework
Assess the Person, the Role, and the Environment.
A sales placement is more than matching keywords on a résumé. The recruiting lens is adapted from the T.U.N.E. Sales Framework and examines whether the candidate can build trust, act with urgency, uncover real needs, manage the emotional pressure of selling, and follow a measurable process inside the client’s actual sales environment.
Trust
Communication, integrity, references, reliability, credibility, expectation-setting, and the ability to build confidence with buyers and managers.
Urgency
Bias to action, pace, follow-through, ownership, next-step control, activity discipline, and the ability to create movement without manufactured pressure.
Need
Fit for the role, industry, buyer, sales cycle, deal size, territory, prospecting model, discovery expectations, and business problem the company needs solved.
Emotion
Resilience, motivation, coachability, self-awareness, confidence, composure, and the ability to stay productive through rejection and uncertainty.
For Companies, HR Leaders, Founders & Recruiters
Tell Us Who You Need to Hire.
Complete the employer hiring request so we can review the role, number of hires, work model, location, timing, compensation range, sales motion, and the problem currently slowing the search. Submission does not create a recruiting agreement or fee obligation.
- Direct hire, contract, project, temp-to-hire, and fractional inquiries
- Dallas-Fort Worth, remote U.S., hybrid, on-site, field, and territory roles
- SDR through VP of Sales and fractional sales leadership searches
- Role scorecards, structured interviews, onboarding, and sales-process support
- We review the role and hiring timeline.
- Qualified requests move to an employer intake conversation.
- A separate written agreement defines any paid recruiting engagement.
Not sure the role is ready? The first recommendation may be a role scorecard, compensation review, Sales Execution Diagnostic, or sales consulting before sourcing begins.
Employer Hiring Request
I Need Sales Talent
Use the form below to tell TK Sales Group what you are hiring for and when the person needs to start.
Form not visible? Open the employer hiring request in a new tab.
For Sales Professionals, Managers & Revenue Leaders
Join the T.U.N.E. Sales Talent Network.
The best next role is not always the one with the biggest title. It is the one where your strengths, sales motion, manager, compensation plan, work model, expectations, and growth goals line up.
Build a profile that shows more than years of experience. Share the roles you want, the environments where you work best, the tools and sales motions you know, and one measurable result that demonstrates what you can execute.
- No candidate placement fee to join the talent network
- Permanent, contract, fractional, remote, hybrid, and on-site interests
- Founder-led review for selected profiles and matching opportunities
- Candidate information is not presented to an employer without an appropriate recruiting purpose and candidate permission for the opportunity
- Optional T.U.N.E. Sales Academy or sales coaching paths when development support is requested
For Salespeople Looking for the Right Next Role
Build Your T.U.N.E. Sales Talent Profile.
Join the network with a profile that explains your location, target roles, work model, years in sales, sales motion, availability, compensation expectations, and one measurable result. Selected profiles may be invited to a screening conversation or contacted when a relevant role becomes available.
- SDR, BDR, appointment setter, inside, outside, territory, and account executive roles
- Account manager, sales manager, director, VP, enablement, and operations paths
- Permanent, contract, fractional, remote, hybrid, or on-site preferences
- No guarantee of interview, employer submission, offer, or placement
- Submit your professional profile.
- TK Sales Group reviews selected profiles.
- We request permission before presenting you for a specific company and role.
Need an accommodation to complete the recruiting process? Contact tksalesgroup@icloud.com or call 1-888-646-TUNE.
Candidate Talent Profile
Join the T.U.N.E. Sales Talent Network
Share the roles you are pursuing, the work you have performed, and evidence of what you can execute.
Form not visible? Open the T.U.N.E. Sales Talent Network form in a new tab.
Sales Roles Across the Revenue Team
Recruit for the Work That Creates Revenue.
T.U.N.E. Sales Recruiting can support individual hires, leadership searches, and small recruiting projects across the sales function. Industry fit, buyer fit, deal complexity, sales motion, and manager expectations are reviewed for each assignment. Employers can also connect recruiting with sales team training and onboarding support after the hire.
The Recruiting Process
From Role Definition to Sales Ramp.
The exact process changes by role and engagement, but the operating standard stays consistent: define the work, source intentionally, evaluate job-related evidence, communicate clearly, and prepare the manager and candidate for the first 90 days. TK Sales Group can connect the placement with sales execution coaching or team onboarding and training when requested.
Dallas Sales Recruiter • Nationwide Talent Search
Dallas-Based Sales Recruiting With Nationwide Reach.
Local context when Dallas matters. National reach when the right sales talent may be anywhere.
TK Sales Group is based in North Dallas and supports companies hiring across Dallas-Fort Worth, Texas, and the United States. Employer intakes, candidate screens, structured interviews, and recruiting strategy sessions may be delivered virtually, at the Dallas office by appointment, or on-site for selected company engagements.
Companies that need training rather than a new hire can compare Dallas sales training options. Companies unsure whether the issue is people, process, or tools can begin with the Sales Execution Diagnostic.
Responsible Recruiting Standards
Recruit Responsibly. Assess What the Job Actually Requires.
T.U.N.E. recruiting questions organize role information and professional evidence. They are not medical tests, background checks, legal determinations, or automated hiring decisions. Employers retain final responsibility for lawful job requirements, candidate selection, classification, compensation, offers, and workplace practices.
Use role requirements, structured interviews, and work samples connected to the work. Review the EEOC guidance on employment tests and selection procedures.
Recruit and evaluate people based on bona fide job qualifications. The ASA Search and Placement Code of Ethics emphasizes dignity, honesty, candor, and equal opportunity.
Avoid non-job-related questions about protected personal characteristics and provide a way to request hiring-process accommodations. See the EEOC hiring-question guidance and ADA applicant guidance.
AI, CRM, and applicant-tracking tools may help organize sourcing and communication, but selection criteria should remain explainable, job-related, reviewed for adverse impact, and supported by human judgment.
Employee, contractor, temporary, and fractional labels should reflect the real working relationship. Review current Department of Labor misclassification guidance and IRS worker-classification guidance.
This page does not authorize a background report. When a third-party report is used, employers should follow the FTC guidance on FCRA disclosure, authorization, and adverse action.
Collect only information needed for recruiting, explain the purpose, protect access, honor applicable privacy rights, and obtain candidate permission before presenting the person for a specific company and role.
Sales Recruiting Questions
Clear Answers for Employers and Candidates.
Understand the recruiting model, placement options, talent network, Dallas service area, and what happens after either form is submitted.
What is T.U.N.E. Sales Recruiting?
T.U.N.E. Sales Recruiting is TK Sales Group’s sales recruiting and talent-network service for companies hiring salespeople and sales professionals exploring new roles. It connects role clarity, sales-process fit, professional evidence, structured interviews, human review, and practical onboarding support.
What types of sales positions can TK Sales Group recruit?
Potential searches include SDRs, BDRs, appointment setters, inside and outside salespeople, territory representatives, account executives, account managers, sales managers, directors, VPs, sales operations, enablement, and fractional sales leaders. Search acceptance depends on role clarity, compensation, geography, timeline, and market feasibility.
Do you recruit in Dallas and nationwide?
Yes. TK Sales Group is based in North Dallas and can support Dallas-Fort Worth, Texas, remote U.S., hybrid, on-site, territory, and selected nationwide searches. The work model, time zone, manager access, territory, travel, and office expectations should be clear before sourcing begins.
Do you recruit remote, hybrid, and on-site salespeople?
Yes. The employer form captures the work model and location. Candidate profiles also identify preferred work arrangements. Remote and hybrid fit should be evaluated as part of the role rather than added after the search begins.
Do you offer temporary, contract, or temp-to-hire sales staffing?
TK Sales Group accepts contract, project, temporary, temp-to-hire, and fractional inquiries. The final structure depends on the assignment and jurisdiction and may require an approved staffing, payroll, workers’ compensation, or employer-of-record partner.
How is direct-hire recruiting structured?
Direct hire means the selected candidate becomes the client’s employee. The exact engagement may be contingency, priority, retained, or project-based depending on the role, difficulty, exclusivity, and number of hires. Any fee, guarantee, or search term is confirmed in a separate written agreement.
Does the candidate pay a recruiting fee?
No. Sales professionals do not pay a placement fee to join the T.U.N.E. Sales Talent Network or be considered for a role. Optional sales training or coaching is a separate service and is not a condition of employer consideration unless clearly disclosed and independently chosen.
Does joining the T.U.N.E. Sales Talent Network guarantee a job?
No. Submission allows TK Sales Group to review the profile and contact the candidate when a potentially relevant role or next step is available. It does not guarantee an interview, employer submission, job offer, or placement.
Will you send my résumé to companies automatically?
No. TK Sales Group will first identify a specific company and role, share relevant opportunity information with the candidate, and request permission before presenting the candidate’s résumé or professional profile for that opportunity.
Does submitting the employer form create a recruiting agreement or fee?
No. The form begins the review and intake process. A paid recruiting search, placement fee, guarantee, exclusivity term, or project scope requires a separate written agreement signed by the client and TK Sales Group.
Can TK Sales Group help define the role before recruiting?
Yes. Role scorecards, sales-process review, compensation alignment, interview design, onboarding, and manager readiness can be addressed before or alongside a search. A weak role definition often creates a weak candidate pool and poor retention.
What happens after an employer submits the hiring request?
TK Sales Group reviews the role, number of hires, placement model, work structure, compensation information, timing, sales motion, and current hiring problem. Qualified requests may move to an employer intake conversation. If the role is not ready, the first recommendation may be role design, a sales-process diagnostic, or consulting.
Build the Right Match
Better Sales Hiring Starts With Better Clarity.
Employers: tell us what the role must accomplish and where the current hiring process is stuck. Sales professionals: show the experience, measurable results, work preferences, and role goals that help us understand where you may fit.
