Stop losing revenue & momentum
to a vacant GTM seat.

Every month, or even week, without the right sales leader or senior sales person costs more than the search. We approach proven GTM people who aren't on job boards, quickly, so your pipeline keeps moving.

Start a Search How it works
32*
Days average time to hire From brief to accepted offer across all active mandates
5*
Working days to first submission or search update Qualified, passive candidates we’ve spoken to directly
20
Years in recruitment Tech, software, industrial, manufacturing & construction
750+
Career placements Over 750 placements in 20 years of recruitment

Figures cover Dean’s recruitment career. *Averages as of September 2026.

Why growth-stage companies work with us

Time is the real cost

A vacant sales seat delays revenue, stretches your existing team thin and puts valuable client relationships at risk. We move at the pace your growth demands.

Reaching people who aren’t looking

The people who will transform your pipeline usually aren't applying for jobs. We approach proven performers who aren't looking and give them a reason to talk to you.

Reducing the cost of a wrong hire

An incorrect senior sales or leadership hire is expensive once you count lost deals, team disruption, client impact and the cost of hiring again.

From first leader to full team

Once your sales leader is in seat, we help them build their team. Each hire after the first is quicker, because we already know the business, the leader and what good looks like.

UK, Ireland and the US

The UK, Ireland and the US through one point of contact, instead of a different agency in each market.

Stage-appropriate expertise

From your first GTM hire after seed to scaling a 30+ person sales team at Series C. What a company needs from a sales hire changes at each stage, and so do the common mistakes.

What working with a small firm
means in practice

 
Typical agency
DLM Consulting
Who runs your search
A junior consultant, often handed over mid-process
The founder is involved, start to finish
Candidate source
Job boards and active applicants
Passive talent mapped and approached directly
Focus
Every function, every level
GTM, intermediate to senior only
After the hire
Invoice sent, on to the next role
Ongoing partner, aftercare and further growth

The Process & Approach

1

Brief & alignment

We learn your stage, your culture and the commercial problem this hire needs to solve, as well as the job spec.

2

Active sourcing

We map and approach passive candidates, with a first qualified submission or search update within 5 working days. Speed is critical for growth-stage companies, and so is staying aligned with market conditions, so the offer attracts and keeps the right people for the long term.

3

Shortlist & support

We present calibrated, pre-screened candidates, typically 3 to 6 on the initial shortlist, each with context on fit and motivation. We manage the process on both sides so nothing falls through.

4

Offer & beyond

Negotiation support and counter-offer guidance, backed by a replace or refund guarantee, with the guarantee period varying by role. After-care includes at least three check-ins with both the hiring manager and the placed candidate.

Where we operate primarily

Seed to Series C companies across B2B SaaS, AI and IT infrastructure, semiconductors, quantum computing, robotics, battery and energy storage, climate tech, construction tech and industrial manufacturing.

B2B SaaS & Software AI, IT Infrastructure & Consulting Deep Tech Construction Tech Industrial & Manufacturing Climate & Energy Tech

Case study, from Dean’s previous role

Aconex (now Oracle): building a North American sales team

The challenge

Aconex needed resilient, accomplished sales people who fitted its culture, to expand SaaS sales into the architecture, engineering and construction sector. It had its own sourcing, but wanted every option covered.

The search

Around eight Account Executive and Account Manager vacancies across Canada and the US, based in Los Angeles, Denver and New York. As the partnership went on, the hiring process became shorter and easier for everyone involved.

The outcome

One of the first hires, a Los Angeles Account Executive, became a multiple global Presidents Club winner, brought in the Tesla GigaFactory account and has stayed with the company for seven years.

What clients say

Some testimonials relate to Dean’s work before founding DLM Consulting Group in 2025.

Tipalti tipalti.com

“Dean and his team were a great partner.”

I had the pleasure of working with Dean as I had just started at Tipalti and I was growing my team very rapidly. Dean and his team were a great partner. They met with us frequently to understand our needs, share the pipeline view, collect feedback on candidates we had met and continue fine-tuning their candidate screening process.

I would highly recommend any org that is looking to hire quality talent, and is not looking to grow their in-house TA, to leverage Dean and his team.

Faraz GharbiFaraz Gharbi SVP Global Sales, Series B to D
Aconex (now Oracle) oracle.com/aconex

“Dean allowed us to hire exceptional candidates in multiple geographies.”

Dean has worked with us on approx. 8 Account Executive and Account Manager vacancies in Canada and across the United States (based in Los Angeles, Denver and New York).

We needed to find resilient, accomplished sales people who were a great cultural fit for Aconex (now part of Oracle) to help us expand our SaaS software solution sales in the AEC sector (Architecture, Construction and Engineering)

We have our own sourcing methods but felt it prudent to include all options to ensure the best sales hires possible. Dean allowed us to hire exceptional candidates in multiple geographies. One particular early success was our LA Account Executive hire who has been a multiple global Presidents Club winner, brought in the Tesla GigaFactory account as a major win and he has been with us for 7 years now.

We found Dean to be great to work with in all markets. As we worked closer together on an ongoing basis, the hiring process became shorter and easier for all concerned.

Thank-you again to Dean for your hard work, focus and drive.

Casey SavlovCasey Savlov VP Sales North America, Series B to D
Kryton International kryton.com

“Of all the agencies and recruiters I have worked with, Dean has been the most effective and efficient.”

Kryton International has partnered with Dean on a number of vacancies over the past 2-3 years.

He has been very communicative and consultative throughout our partnership. Successfully identified appropriate candidates for our vacancies and interacted with our internal Sales and HR employees as an effective and proactive adjunct to Kryton. We saved time and widened the candidate options for our vacancies, to ensure we make the best sales hire possible to increase company revenue. Of all the agencies and recruiters I have worked with, Dean has been the most effective and efficient.

Third party contingency recruitment can be viewed as expensive in the short-term but if looked at in the long-term, a great sales hire returns that investment in a relatively short time.

I will not hesitate to tap his services again in the future.

Marnie PerezMarnie Perez Human Resources Manager

Fee options

You only pay when you hire. Fees are calculated on the placed candidate's first-year guaranteed income: base salary plus any guaranteed bonus, excluding variable commission. Choose the level of protection that suits the role, or a customised model for high-volume or ongoing hiring.

Tier 1: Standard

20%

of first-year guaranteed income, plus VAT

3-month guaranteeReplacement at no additional fee, or a 50% refund
  • No fee unless you hire
  • Invoiced on the candidate's start date
  • Full process from brief to offer
  • After-care check-ins with you and your hire
  • Retained and exclusive searches are our preferred model, with dedicated time and priority resourcing

Tier 2: Extended Protection

25%

of first-year guaranteed income, plus VAT

6-month guaranteeReplacement at no additional fee, or a 50% refund
  • Everything in Tier 1
  • Double the guarantee period
  • Greater protection for senior and leadership hires
  • Longer after-care as your hire settles in
  • Retained and exclusive searches are our preferred model, with dedicated time and priority resourcing

Customised Solutions

Bespoke

monthly or project-based fee

Embedded & contract recruiterA dedicated GTM recruiter working inside your team
  • Ideal when you're making several GTM hires in a short window
  • Predictable monthly cost instead of a fee per hire
  • Builds your hiring process, interview stages and employer brand
  • No permanent Talent Acquisition headcount needed
  • Scale up or down as funding and hiring plans change

Guarantees apply where the placed candidate leaves or is dismissed within the guarantee period, and are subject to payment within agreed terms. Full details are set out in our terms of business.

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