Sales and marketing hires are judged by what they deliver.
A strong commercial hire shows up in the pipeline within a quarter. A weak one takes a year to show up and longer to undo. Sid & Gamble recruits sales and marketing professionals for technology, SaaS, professional services, consumer goods and B2B businesses across the UAE and nine further markets, from the first enterprise seller in a new region to the commercial leader who will build the team around them.
The roles we recruit for.
Sales
- Account Executives and Enterprise Account Executives
- Key Account Managers and Global Account Directors
- Business Development Managers and Directors
- Sales Engineers and Solutions Consultants
- Channel and Partner Managers
- Sales Managers, Sales Directors and Heads of Sales
- Regional Directors and Country Managers
Marketing
- Marketing Managers and Marketing Directors
- Heads of Marketing and Chief Marketing Officers
- Brand Managers and Brand Directors
- Product Marketing Managers
- Demand Generation and Growth Marketing Managers
- Digital and Performance Marketing Managers
- Communications and PR Managers
Sales and Marketing
- Chief Commercial Officers and Chief Revenue Officers
- Commercial Directors and Heads of Growth
- Revenue Operations Managers
- Partnerships Directors
- Business Development and Marketing Managers in professional services firms
These are examples. If the role sits in sales or marketing, we recruit for it.
We work from experienced individual contributors through to the executive table.
Dubai is home, and the UAE is where we work most closely. Many of the businesses we hire for are building or expanding a presence in the Gulf, and the first hires in a new region carry unusual weight: they set the price, the pace and the reputation. We also recruit across the Netherlands, Germany, Belgium, the UK, Singapore, Hong Kong, Japan, the United States and Canada, often for companies hiring in several of these markets at once.
Commercial hiring has become more exacting. Buyers bring more people into each decision and take longer to commit, so companies want sellers who can run a long, consultative sale with senior stakeholders rather than simply generate activity. In marketing, the tools have changed faster than the job titles, and the strongest candidates are the ones who can show how their work turned into pipeline and revenue. Across both functions, employers are hiring fewer people and asking more of each one.
How we run a sales and marketing search.
We start with the number
Before we speak to a single candidate, we want to understand the target, the sales cycle, the territory, and what has and has not worked before. That shapes who we look for.
We test track record properly
Quota attainment, deal sizes and sales cycles only mean something in context. A seller who reached 140% in a booming market and one who reached 90% in a difficult one are not the same hire, and we will tell you which is which.
We match people to how your customers buy
Selling to government entities and family-owned groups in the Gulf is a different discipline from selling into a European mid-market company. We look for people whose experience fits the way your buyers make decisions.