We secure enterprise GTM operators who are AI-native and revenue-ready.
Every candidate is sourced and interviewed in depth by a former enterprise GTM executive against the particulars of your role — quota, deal size and the story behind the numbers, pressure-tested by someone who has carried the same number, not just read the resume.
Building and leading GTM teams at early-stage AI startups, before founding Precision Search
Currently represented
33
Accomplished enterprise professionals, each interviewed in depth to provide details you will not find on a resume or LinkedIn page
Limited concurrent searches
4–6
We give ourselves a deliberate ceiling to ensure we meet a high standard of candidate quality
Why this works
Every search is owned by a former GTM executive.
01 — Who does the work
Hands-on, not handed off
Sourcing, screening and interviewing are handled by an operator who has built these teams, not by a junior recruiter working from a keyword list. Senior candidates reply to someone who understands their world, and the interview reaches depth a checklist never can.
02 — On the first call
Stress-test the requirements
Most recruiters take a job description as given, because they don't have the GTM experience to properly evaluate it. When we work a placement, if the hiring sequence sets the role up to fail, or the requirements pull in two directions at once, that gets flagged on the first call.
03 — Capacity
Four to six searches, no more
Every search receives complete enterprise-focused interviews and continued attention through whatever comes up mid-search — a renegotiated comp package, a stalled interview loop, a candidate who goes quiet. Six, or fewer, searches at one time allows us to stay focused on fit and quality.
The people, first
What the standard produces
Most search conversations open with a plan. We look first at our existing network of enterprise talent — interviewed in depth, with performance documented. The screening below happens next, once there's a specific role to measure against.
0133Represented
Who they are
We currently have 10 Enterprise AEs, 5 Strategic AEs, 8 revenue leaders and 2 sales engineers, plus 8 sellers carrying enterprise accounts under commercial and mid-market titles. Every profile is detailed and designed to quickly identify a match.
0223Attainment on file
What's on record
We document quotas, quota attainment and sales achievements. Figures in the group include 255%, 250%, 227%, 208% and 200%. One seller has cleared quota in 55 of 60 career quarters. In addition, we carefully catalogue industry and buyer profile experience.
0331Full-cycle
How they sell
31 run full cycle and source their own pipeline — the actual requirement at a company with no SDR bench and no inbound to lean on. 17 are 0 to 1 builders who have stood up territories, playbooks and motions from nothing.
044,500+Companies
Expanding the network
Our existing network cannot fill every search. That's why we've developed a comprehensive database of AI-native startups that can be highly segmented to create the ideal sourcing entities. Many you will already know, some may surprise you.
Hiring for the stage you're at
The same mis-hire repeats itself, over and over: a scaler dropped into a 0-to-1 seat, with no playbook to execute against.
The two jobs share a title and almost nothing else. A 0-to-1 builder writes the pitch, defines the ICP, and creates pipeline where none exists. A scaler takes a working playbook and runs it at volume. That difference rarely shows up on a resume that reads the same for both.
Every enterprise candidate gets screened against which one a role actually needs, not which one interviews best. A builder who can't operate inside process, or a scaler who has never created pipeline from nothing, gets surfaced on the call — before the mismatch costs a quarter.
Eleven years building go-to-market teams inside early-stage AI startups sits behind every search — the sourcing, the screening and the interviews, all of it. 33 enterprise professionals are represented right now, and the practice takes just four to six searches at a time so no project runs thin.
We source enterprise sellers who don't require an established brand to thrive.
Our network consists of enterprise talent who take nothing for granted. They don't require an SDR bench, reference customers, or a mature playbook to exceed quota or lead others to high quota attainment.
01VP+Buyers
What gets asked for
Sellers who've worked senior and technical buyers — CISO, CTO, CIO, VP Engineering — through committees of eight to twelve. Cycles of three to twelve months, sometimes longer. Six and seven figure deal sizes, with a security review somewhere in the middle of all of it.
0223Award-backed
What the bar looks like
High attainment with consistency behind it, not one spike on a soft year. Awards are a strong signal, and 23 have them documented. Full-cycle sellers who source their own deals cover the large majority of enterprise AE searches here.
03170-to-1
Selling before the category exists
17 have documented 0-to-1 work: a territory, playbook or motion built from nothing. That matters more in AI than anywhere else, because the buyer often has no budget line, no comparison set, and no internal precedent for approving what you're selling.
04OnePoint of contact
How we operate
Every search runs through a senior GTM executive. No account managers, no handoff to junior recruiters. Market intel and hiring strategy are part of every scoping call — the goal is to become a resource for you beyond the search.
How a search runs
Four steps between your job description and your inbox
Most agencies optimize for submission volume, because volume is cheap and somebody eventually sticks. We operate differently.
01 — Measured
Against every requirement
Every must-have, preferred and nice-to-have in the brief is worked through individually and held against evidence rather than language. Nothing advances on a title match or a familiar logo.
02 — Screened
By a former quota-carrier
Every candidate is screened by someone who's carried a number, not a recruiter reading from a script. Claims get pressure-tested live: what the quota actually was, what was carried versus assisted, what the last security review really looked like.
03 — Pressure-tested
Every claim gets questioned
A reference check before a search has run its course isn't possible, and we don't pretend otherwise. What happens instead: every number, title and territory gets walked through in the interview by someone who has carried a quota and read a forecast, and knows which follow-up question an inflated number can't survive. What doesn't hold up gets resolved before a name goes forward, not surfaced afterward as a caveat.
04 — Short list
Three to five, not a dozen
If only two people clear the bar, you get two and the reason why — not filler to make a shortlist look busy. A submission is our direct recommendation, and it's meant to carry that weight.
the true cost
A mis-hire on an enterprise seller is not a recruiting cost. It's two to three quarters of a territory that produced nothing, a pipeline that has to be rebuilt, and a comp plan that paid out with no return.
That instinct comes from having done the job: carrying a quota, writing comp plans, sitting in board-level reviews explaining hires that hadn't worked out. Enterprise security reviews added another layer, working between engineers and security teams at large healthcare, cloud and advertising customers. Deals stalled there more than once, usually because nobody was free to work the questions live while the deal was still moving.
One of our startups was building AI systems early, before the market had a settled name for what it was selling. Screening someone against that kind of ambiguity is a different exercise from screening them into a category the buyer already understands — and it's most of what separates an enterprise seller who works at an AI startup from one who only worked at scale.
The terms
We absorb the financial risk for our clients.
An enterprise search is slow and expensive to get wrong. While our terms will not give you back the quarter a seat sat empty, we make certain the fee is never money spent on a hire that did not hold.
01 — The fee
Contingent, always
No retainer, no upfront fee and no monthly minimum. The fee runs 22–26% of the hire's first-year base salary depending on search complexity, agreed in writing before any work begins — exclusivity brings it down to 23%. Every hour of sourcing, screening and interviewing ahead of that is carried by us. If nobody is hired, nothing is owed.
02 — The refund
30-day refund
Should the hire not work out within 30 days of their start date, the full fee is returned. No proration and no credit-only clause. The one carve-out: this covers performance and fit, not a role you eliminate, a job you materially change, or a comp plan you don't honor once they're in the seat — that's a decision on your side of the ledger, not a bad placement.
03 — The replacement
90-day replacement
Should they leave within 90 days, the search runs again at no charge until the seat is filled — same standard, same person doing the work. Same carve-out applies: it's for a hire that didn't hold, not a role, territory, or manager you changed out from under them.
Most contingent search firms invoice on the start date, net 15 to net 30 — the fee is essentially collected before anyone knows whether the hire holds. This practice waits two weeks after the start date to invoice at all, then runs standard net-30 from there — nothing unusual for procurement to sign off on, but payment never lands until the 30-day guarantee has already been closed for two weeks. Everyone competes on how long the guarantee runs. Almost nobody competes on when the invoice goes out.
Coverage
Roles represented
Enterprise go-to-market, and the roles that carry or support an enterprise number. US market only. Mid-market and SMB searches get referred out rather than taken on.
Enterprise revenue leadership
Chief Revenue Officer
VP of Enterprise Sales
Enterprise Sales Directors
Enterprise sales
Enterprise Account Executives
Strategic & Named Account AEs
Sales Engineers & Solutions Architects
Around the enterprise motion
Enterprise Customer Success
Revenue Operations
Partnerships & Alliances
Common questions
Straight answers
22–26% of the hire's first-year base salary, depending on search complexity — exclusivity brings it down to 23%. We hold the invoice until two weeks after the hire's start date, then send it on standard net-30 terms — nothing unusual for your AP team to process. By the time payment is due, the 30-day refund guarantee has already been closed for two weeks. No retainer, no upfront fee, no monthly minimum, and no charge for the sourcing, screening and interviewing in between. If a search runs and nobody is hired, nothing is owed. The percentage is agreed in writing before any work begins.
Three things, all standard and all in the agreement. Off-limits: nobody hired through this practice gets recruited out of your company by us for 12 months — the whole company, not just the person placed. Candidate ownership: if we introduce someone and you hire them within 12 months, the fee applies, even if the hire happens through a different channel by then. Data: resumes, comp details and notes shared during a search stay confidential to that search — they do not get reused for other openings, and if someone is not hired, their materials are not kept on file unless they have separately agreed to stay in consideration for future roles.
Two things. If a hire doesn't work out within 30 days of their start date, the full fee is refunded. Within 90 days, the search runs again at no charge until the seat is filled. Both cover performance and fit — not a role you eliminate, a job you materially change after they start, or a comp plan that doesn't hold as promised. Those are calls you're entitled to make, but they aren't ours to guarantee against. Outside of that, no proration, no credit-only clause, and no debate about the circumstances — the terms sit in the agreement rather than on a policy page somewhere. They will not give you back the quarter the seat was empty, and nothing can, but the fee never becomes money spent on a hire that did not hold.
Four to six, and the ceiling is deliberate. Because every search is run by a former GTM executive, a firm this size cannot carry searches that go nowhere. That is what keeps the standard honest, and it is also why the answer is occasionally that there is no room until a current search closes. When that happens you will be told plainly rather than added to a queue.
That's the more common case, not the exception. Multiple roles from one client run as separate searches within the same four-to-six capacity ceiling, sequenced rather than run all at once — you'll know the order and the timeline upfront, not find out later that attention was being split four ways.
You will hear that on the first call. Most recruiters take a job description as given because assessing it is outside what they have done. A hiring sequence that sets the role up to fail, a quota that assumes a pipeline which does not exist yet, or an enterprise seller hired a stage too early — those are the reasons enterprise searches stall, and they are worth naming early rather than a month into one.
A first shortlist inside two to three weeks. That's realistic because sourcing doesn't start cold — a working list of roughly 4,500 AI-native US companies is kept current, tracking who's building an enterprise motion and who just raised the round to fund one. After the shortlist, the timeline belongs to your interview process, and how fast your team turns feedback around matters more than anything else.
This is common, and we fully expect it. Someone already being represented is a head start, not a requirement, and plenty of searches get sourced from scratch against the brief. The terms do not change either way: the fee is owed only when a hire starts.
No, on both counts. This is enterprise GTM in the US market only — Mid-market and SMB searches get referred to someone better suited to them, and the referral costs nothing. We believe it is better to be genuinely good at one segment than thin across three.
You get the same enterprise GTM expertise on every call, every time. Nothing gets passed to someone who wasn't in the intake conversation. We've carried a quota, written comp plans, and sat in board-level reviews explaining hires that didn't work out, so there's a clear view of costly mistakes to avoid. If we're not the right fit for a particular search, we'll tell you that instead of taking the work.
Get in touch
Benchmark us against the status quo.
Twenty minutes is usually enough to know if we're the right fit for your search. If it is, sourcing starts that week, and the invoice doesn't go out until two weeks after your hire starts — standard net-30 terms from there, so payment never lands before the 30-day guarantee has already closed.
You deal with a former GTM builder, start to finish. No account manager in the middle, no handoff to a junior recruiter after the first call. What you hear about a role or a company comes from a real conversation, not a summary. If something isn't known yet, expect a follow-up instead of a guess.
One working list, watched closely. Roughly 4,500 AI-native companies, tracked by hand: who's building an enterprise motion, who just raised to fund one, and where a background like yours would actually land — not just the one role on the table today.
Coverage
Roles represented
Revenue leadership
Chief Revenue Officer
VP of Sales
Sales Directors & Managers
Sales
Enterprise Account Executives
Enterprise Sales Engineers
Enterprise SDR / BDR Leaders
Operations & growth
Revenue Operations
Customer Success
Partnerships
What happens next
When you get in touch
We take your search at your pace.
Every message gets read personally. Where you are and what you'd want out of a move is useful — so is simply wanting to be on the list while you're happy where you are. No polished resume or reason-to-be-looking required.
The first call is short. Twenty minutes, mostly you talking: what's been sold, the kind of company that's been a good fit, what would need to be true to consider moving. If something open fits, it comes up on the same call.
Every potential fit gets a straight answer. Sometimes that answer is not right now, and it's better to hear that in the first week than spend a month on a process that was never going to work. The conversation doesn't end there. It picks back up when something fits.
Get in touch
Want to talk?
Book a meeting, call us, or shoot over a text and share a bit about what you're looking for. Every message gets a personal reply.
We built GTM teams before we ever recruited for them. Every search runs through that experience, before the work begins.
We dedicated eleven years to building go-to-market and sales teams for AI startups in the US, the same roles this practice runs searches for now. The hiring side of those decisions came first, long before running a search for someone else.
We were the founding U.S. go-to-market hire for a Singapore-based enterprise AI SaaS company, closing its first Fortune 500 logos in the U.S. — General Mills, Nestlé, and Heineken — before leading a prior startup's sales org through 3x revenue growth.
One of those companies was working on AI systems early, before there was much shared language for that kind of work. That experience still shapes what stands out in a background: people who've sold something before the market had a settled name, into buyers who had no budget line for it yet.
A sales quota, comp plans written from scratch, and board-level reviews explaining hires that didn't work out. Not a comfortable meeting to sit in, and one that stays with you. A hire that misses costs more than the search itself. It costs the time the role sat open, and then the time it takes to admit it isn't working.
How the practice runs
Narrow on purpose.
Every search today runs through one person, start to finish: research, outreach, screening calls, follow-up. You will not be handed to an account manager. The working list of roughly 4,500 AI-native companies gets kept current for the same reason, so there's a real view of where people are before a search starts.
The practice is deliberately narrow. Enterprise go-to-market, AI-native companies, US market, four to six searches at a time. Not because the other work isn't worth doing, but because enterprise is where the deals are hardest to run and the mis-hires cost the most — and because being credible about a nine-month, twelve-stakeholder cycle requires having lived inside one.
That narrowness is also what makes the conversation useful once a search is underway. Having written comp plans, set quotas and defended hires in board reviews, the questions worth asking are the uncomfortable ones: whether the hiring sequence sets the role up to fail, whether the quota assumes a pipeline that does not exist yet, whether an enterprise seller is the right hire at this stage at all. Those get raised on the first call, not discovered in month three.
Enterprise AE is one title covering half a dozen different jobs. These are the distinctions we screen for, and why two identical resumes rarely produce identical hires.
8–12
Stakeholders in a cycle
3–12 mo
Typical cycle length
VP+
Buyers screened against
Every distinction on this page came from building these teams first, then recruiting for them.
01 — Stage
One writes the playbook. One runs it.
A seller who built a territory from nothing and a seller who scaled one that already worked are different hires, even when the resume reads identically.
Builds it
The 0-to-1 seller
Writes the pitch before anyone has proven it works
Finds the first buyers with no reference customers to point at
Learns which objections actually kill deals, the expensive way
Has no playbook to inherit, and leaves one behind
Runs it
The scale-stage seller
Inherits a motion that already converts
Pushes more volume through a system that works
Optimizes against benchmarks someone else established
Executes a playbook rather than writing one
Both are legitimate hires, and both look the same in a list of closed-won numbers. We've hired for both, which is the only reason the difference is obvious to us — it stays nearly invisible to anyone who hasn't.
02 — Pipeline
Nobody is filling this calendar.
Plenty of strong AEs have never had to build a pipeline. There was an SDR team, an inbound flow, a list that arrived already warm. That's real work — it just isn't this work.
31
sellers in our network run full cycle and source their own pipeline, because that is what an early-stage seat actually asks for.
Building the target list
The seller
Booking the first meeting
The seller
Running the evaluation
The seller
Closing and expanding
The seller
Support staff assumed
None
We screen for evidence of this specifically. A large number at a company with a deep SDR bench doesn't prove it, and it is the easiest thing in the world to miss reading a resume quickly.
03 — Leadership
The manager who still carries a bag.
A leader managing reps while carrying their own number is doing two jobs at once, and the ones who do it well are rare. It is a different animal from a manager who coaches, runs forecast calls, and never personally closes anything.
When the team is small and the leader is expected to sell while they build it, that is not the thing to discover in month three.
Both are legitimate hires, and the right answer depends entirely on the stage. A first sales leader at a company with four reps and no closed-won history is a fundamentally different job from running a department of forty against an established quota model. We settle which one the seat actually is before screening anyone against it.
04 — Access
Champions don't sign contracts.
A candidate can close real business for years without ever sitting across from the person who controls the budget.
01
The user
Wants the product, champions it internally, and can sink the deal by going quiet. Approves nothing.
02
The manager
Runs the evaluation, gathers requirements, and carries the recommendation upward. Signs nothing.
03
The economic buyer
Owns the budget line and the final approval — a VP, an SVP, or the C-suite, depending on how large the purchase is and how much of the company it touches.
Where the deal is actually won
A champion makes the introduction, walks it through internally, and the deal lands. That is a real skill. It is not the same skill as building the relationship with the executive who signs.
The resume reads the same either way: closed business, recognizable logos. The difference surfaces the moment you ask who was in the room at the end.
05 — The buyer
When the CISO joins the call.
A CISO or VP of Engineering evaluates the product line by line, and the questions get specific enough that a polished pitch does not survive them.
“
Where does our data actually live, and who on your side can read it?
“
Which model is this running on, and does anything we put in train it?
“
What happens to everything we've loaded if we don't renew?
“
Walk me through your last incident, and what the notification window was.
We spent years in those rooms, working between engineers and security teams on live enterprise deals. That is what we listen for when a candidate walks us through a technical sale — whether they were in the room answering, or waiting outside for somebody else's answer.
Put it to the test
Send us the role.
Twenty minutes is usually enough to work out which of these actually decide your search, and which ones don't matter for the seat you're filling.
Enterprise GTM professionals, interviewed and verified.
33 sellers, sales engineers and revenue leaders with documented enterprise experience. Each one has been through the same standard every introduction has to clear. Profiles are blinded on purpose.
33
Represented today
31
Full-cycle sellers
18
Sell to technical buyers
23
With documented awards
How this works
These profiles show the standard. The match is made against your role.
Filter by segment, buyer, quota and motion to narrow in on what the role needs. The name and full background come with the introduction, once there's a role to match against.
AI-native SaaS, Cloud infrastructure, Test automation, Fintech
Full-cycle0-to-1 builderScaling
One of two reps out of 25 chosen to pilot a new AI product line
One of only two reps out of 25 hand-picked to pilot a new AI product line, while self-sourcing and closing a seven-figure multi-year greenfield contract entirely through her own outbound.
$2.7M annual — $1.8M new business plus $900K upsell
Also on record
200% of plan in a prior mid-market role, against an $875K quota
Deals
~$240K average ACV on expansion; new business into $1B+ revenue enterprises
Industries
AI/ML, Healthcare, Legal, Finance
Full-cycle
President's Club
Ranked #2 in the enterprise segment and led the half with the most new logos, two of them Fortune 500. Picked by his VP of Sales to train BDRs moving into full-cycle roles.
Connectivity company selling into financial services
Location
California · open to relocate · Hybrid / Onsite / Remote
Segment
Mid-Market, Enterprise
Sells to
CIO, CTO, CISO, Risk
Quota
$1.5M annual
Deals
$250K+ typical at a prior AI employer
Industries
Insurance, Banking, AI/ML, Computer vision
Full-cycle0-to-1 builderScaling
Founding or early GTM hire at three consecutive AI/ML startups, each later acquired; rewrote one company's prospecting playbook and grew qualified leads from 6 to 15 a month within 45 days.
~$200K+ deals with multi-stakeholder technical buying committees
Industries
Cybersecurity, Cloud security, Kubernetes, AI infrastructure
PLG
Reaches full technical demo-readiness on brand-new products in one to two months against an industry-typical six, and built an open-source multi-agent project for securing AI infrastructure.
Texas · not open to relocate · Hybrid / Onsite / Remote
Segment
Enterprise
Sells to
Hedge funds, Market makers, Institutional clients, Developer community
Also on record
Sold $100M+ annually against a $30M quota
Industries
Predictive AI, Blockchain, CRE technology
Full-cycle0-to-1 builder
Built a 10-person GTM organization from zero to $3.5M+ ARR, and built AI prospecting agents that cut pipeline-generation costs 75% while lifting booked meetings 40%.
Vertical SaaS platform for regulated retail (POS, ERP, payments)
Location
Oregon · not open to relocate · Hybrid / Onsite / Remote
Segment
Mid-Market, Enterprise
Sells to
CEO, CTO, General managers, IT departments
Quota
$1.2M annual
Cycles
3–6 months in mid-market
Industries
Regulated retail SaaS, Automotive dealer marketing, Sports media
Full-cycleScaling
President's Club five consecutive yearsPresident's Club both full years at an earlier employer
Hit 112% of a $1.2M quota while ramping back from ten weeks of parental leave that had left her pipeline empty, and is the first and only person to hold her company's Principal AE title.
Minnesota · open to relocate · Hybrid / Onsite / Remote
Segment
Mid-Market, Enterprise
Sells to
CEO, CFO, COO, Technical buyers
Also on record
Beat a 5,000-account annual target four to six times over
Deals
$20K–$30K ACV up to a $2.4M single deal
Leadership
Player-coach in prior role: led a team of 18 while carrying and closing personally
Industries
Enterprise SaaS, Fintech, ERP and manufacturing AI, Public sector
Player-coach · team of 18Full-cycle0-to-1 builder
#1 AE within three months at one employer
Closed a $2.4M single-ACV public-sector deal spanning roughly 60 decision-makers and a state Senate hearing — the largest ever closed by a single AE in that company's segment.
Player-coach in prior role: led a team of 6 while carrying and closing personally
Industries
Banking, Retail, Oil and gas, Cloud
Player-coach · team of 6Full-cycle0-to-1 builder
Built a company's first global systems-integrator operating model, which secured its first $100M+ enterprise order within 24 months and influenced over $500M in annual services revenue.
Founded a distribution channel from scratch, negotiating with the top 15 national intermediaries and 400+ agencies, and took it to profitability within 18 months on a $10M budget.
Arizona · open to relocate · Hybrid / Onsite / Remote
Segment
Enterprise
Sells to
CMO, CCO, PR and communications leaders, Investor relations
Quota
$1.69M annual
Also on record
#1 worldwide that year
Deals
$250K–$500K+ per account
Cycles
6–12 months, multi-threaded through procurement, legal and the C-suite
Industries
MarTech, PR and communications intelligence, AI
Full-cycleScaling
#1 worldwide in 2021#2 worldwide in 2023Top-4 worldwide every year 2021–2025
Built an ROI justification framework that his employer adopted across its entire global sales organization, and finished #1 worldwide at 250% of quota.
Healthcare IT, Cybersecurity, Cloud infrastructure, AI governance
Full-cycle
President's Club three consecutive yearsTop Eastern Region Rep
Generated over $1M in new revenue and opened 12 net-new logos in his first six months, on pace to significantly exceed quota before his role was cut in a company-wide reduction unrelated to performance.
Eight deals at $75K+ account value in a prior role
Industries
HCM / HR tech, Healthcare tech
Full-cycle0-to-1 builder
Quarterly incentive trips and Champions Dinners at two employers
First dedicated AE to build out a new mid-market territory from scratch, and the person teammates were informally routed to despite holding no team-lead title.
30 days on smaller deals up to 6–12 months on public-sector RFPs
Industries
Public sector, Manufacturing, Oil and gas, Transportation
Full-cycle0-to-1 builder
President's Club 2023, 2024, 2025Top Account Executive 2024, 2025
Built his employer's entire state and local government vertical from scratch and grew that funnel 377% — enough proof for the company to stand up a dedicated team around it.
Director of L&D, Director of Sales Enablement, CHRO, Web Director
Quota
$600K annual
Also on record
103% to goal in the current seat, FY25
Industries
AI content SaaS, GovTech, Restaurant POS
Full-cycle
Top 10% company-wide for cold-call outreach
Converted 76% of qualified leads into pipeline and generated $450K in influenced revenue in a single year before being promoted into a full-cycle seat.
Ran his company's most complex enterprise cycle — a $1B insurer, technical discovery through a path to a $500K contract — solo, with no sales engineer support.
No one matches that combination. Try widening the filters.
Start here
Send the role and the bar you're holding.
Twenty minutes is usually enough to know whether someone on this page belongs in your process. If there's a fit, you get the full profile and a direct introduction. If there isn't, you get a straight answer and a sharper brief to search from.
No forms, no gatekeepers. Call, email, or grab a time — we answer every one personally.
Legal
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How Precision Search Advisors collects, uses and protects information about candidates, hiring companies and site visitors.
Who we are
Precision Search Advisors ("Precision Search," "we," "us," or "our") is an executive search practice run by Chris Jensen, based in the United States and focused on enterprise go-to-market recruiting for AI-native companies. This policy explains how we collect, use, share and protect personal information through goprecisionsearch.com (the "Site") and in the course of running searches for hiring companies and representing candidates. It applies to job candidates, hiring-company contacts, and anyone who visits or contacts us through the Site.
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We collect information you provide directly — for example, when you fill out a contact form, book a call, email us, or send a resume. This can include your name, email address, phone number, employment history, compensation and quota information, education, LinkedIn profile details, and anything else you choose to share about your background or the role you're hiring for.
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Data retention
We keep candidate and client information for as long as it's useful to the search process and to maintain our professional network — often meaning a candidate's profile stays on file for future roles, not just the one you were first considered for. You can ask us to update or delete your information at any time; see "Your choices" below.
Your choices
You can ask us to access, correct, or delete the personal information we hold about you, or to stop contacting you about opportunities, at any time — just email chris@goprecisionsearch.com. We will honor reasonable requests promptly, though we may need to keep certain records where required by law or to resolve disputes.
If you are a California resident, you may have additional rights under the California Consumer Privacy Act (CCPA), including the right to know what personal information we've collected about you and to request its deletion. We do not sell personal information as defined under the CCPA. If you are located outside the United States, data protection laws in your jurisdiction may give you additional rights; contact us and we'll do our best to accommodate them.
Data security
We take reasonable steps to protect the information we hold, but no method of transmission or storage is completely secure, and we can't guarantee absolute security.
Children's privacy
The Site and our services are intended for working professionals and are not directed to anyone under 18. We do not knowingly collect personal information from children.
Third-party links
The Site links to third-party services we use or reference, such as LinkedIn and Cal.com. Those sites have their own privacy practices, and this policy doesn't cover them.
Changes to this policy
We may update this policy from time to time. Material changes will be reflected on this page.
Contact us
Questions about this policy or your information? Reach Chris Jensen directly at chris@goprecisionsearch.com or 510-999-7976.
