Your team shouldn't be drowning in unqualified applicants
Most teams blast roles across generic job boards and end up screening 100+ resumes to find one hirable rep. We fix this with an invite-only job board where every applicant is pre-screened, outbounded, and vetted for remote sales.
Bloated inboxes from "easy apply" job boards and generic postings
Hours lost reviewing resumes instead of interviewing real contenders
No signal on who has actually sold remotely and hit quota
Leadership stuck choosing between speed and candidate quality
We curate and run your remote sales hiring funnel end-to-end
From intake to shortlist, we handle the heavy lifting so you only spend time interviewing pre-vetted, qualified remote sales talent.
Role & candidate blueprint
Title, OTE, territory, motion, and must-have experience turned into a clear profile for SDRs, and AEs, so every invite matches how you actually sell remotely.
Outbound candidate sourcing
We personally outbound to targeted sales talent, run screens, and only invite qualified reps onto the board. Replacing the typical 100+ random applicants with ~15 serious contenders per role.
Signal & shortlist visibility
Structured notes, experience signals, and simple status updates so you see who's pre-vetted, who's moving forward, and where your best remote sales hires are coming from.
We plug into your hiring stack as a curated talent layer
No black-box recruiting or spray-and-pray job posts. We run a structured funnel on top of your process. Outbounding, screening, and curating remote sales talent so you only spend time on real contenders.
Intake & scorecard
Clarify the role, motion, and quota expectations, then define what "hirable" looks like for your SDR, or AE.
Outbound & pre-screen
Personally reach out to targeted reps, review their experience, and only invite qualified candidates into your role.
Shortlist & interviews
You get a tight slate of pre-vetted applicants (often ~15 instead of 100+), ready for your interview loop.
Repeatable hiring lane
Keep using the invite-only board for future roles or spin up a dedicated lane for ongoing remote sales hiring.
We measure success at three levels
From top-of-funnel quality to post-hire performance, we track what matters at every stage of your remote sales hiring.
Funnel quality
Ratio of invited to applied candidates, % of applicants meeting your must-have criteria, and how many reps make it past your first interview.
Hiring outcomes
Time-to-shortlist, time-to-offer, and hiring manager satisfaction with the slate of outbound reps you speak to.
Post-hire impact
Ramp time, quota attainment, and whether hires coming through We Build Pipe are sticking, performing, and becoming core members of your remote sales team.
Stop sifting through 100 resumes.
Start meeting 15 hirable reps.
Share the role you're hiring for and where to apply. Once your post is live, we'll outbound to and pre-screen candidates for your next hire.