TECHNICAL SALES RECRUITING
Hire technical sellers who can turn application knowledge into new business.
Velo Search helps manufacturers and industrial businesses recruit sales engineers and technical salespeople. The search starts with what you sell, who buys it, and what your next hire needs to build.
THE RIGHT SALES BACKGROUND
Match the person to the way your customers buy.
A sales engineer selling a custom machine to a plant engineering team has a different job from a territory rep selling replacement components to maintenance. Similar titles can hide very different experience.
We look at the applications, buying roles, sales cycle, and level of technical support involved in your business. That helps us decide where direct industry experience matters and where an adjacent background could transfer.
The focus is industrial sales: machinery and equipment, automation and controls, fluid power, components, plastics, and packaging. We recruit for manufacturers and industrial businesses across the United States.
ROLES WE RECRUIT
Technical sales comes with more than one job title.
- Sales engineers and technical sales engineers
- Technical sales representatives
- Territory and regional sales managers
- Business development managers
- Outside sales professionals
- Applications professionals moving into customer-facing sales
The title guides the search, but the work determines the fit. An applications engineer may bring strong technical judgment while still needing to demonstrate a willingness and ability to prospect. An experienced seller may know your buyers but need to learn a new product line.
WHAT WE LOOK FOR
Technical credibility and commercial evidence.
Can they understand the application?
We explore how candidates uncover requirements, work with engineering, discuss product tradeoffs, and recognize when they need technical support. The goal is to understand their contribution, not just the products listed on a resume.
Can they create and win business?
We ask how they identify target accounts, reach new buyers, develop an opportunity, and move it toward a decision. For a hunter role, inherited revenue and repeat orders need to be separated from business the candidate personally developed.
We also discuss how they sell value, handle price pressure, and work with operations after the sale. Your team should know what the candidate has done independently and what support helped them succeed.
Our sales engineer interview guide outlines questions you can use to examine that evidence.
HOW THE SEARCH WORKS
A clear assignment before a list of candidates.
Define the job.
We clarify the territory, target buyers, new-account expectations, compensation, travel, and support available from engineering and leadership.
Build the target market.
We identify relevant companies and adjacent industries, then approach people whose experience fits the assignment, including candidates who are not actively applying.
Assess the fit.
We discuss technical exposure, sales ownership, motivation, and practical expectations. You get context for the fit and the questions still worth exploring.
Work through the hiring decision.
Brooks stays involved in candidate conversations, interview feedback, and offer discussions so expectations stay aligned on both sides.
Work directly with Brooks.
You work with Brooks Ullery throughout the search. The conversations about your products, customers, and team inform who we approach and how we assess them.
Whether you are opening a territory or replacing a key technical seller, start with the business problem the hire needs to solve.
What does your next technical sales hire need to accomplish?
Tell us about the role, the territory, and the customers you want to reach.
Let’s talk about your hire