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Frequently asked questions
Are there any areas you specialise in?
We specialise in sourcing high-calibre candidates for sales roles from entry-level to c-level positions across all sectors throughout the UK. However, we are happy to use our recruitment expertise to assist with any recruitment campaigns and we have experience in recruiting all types of vacancies.
Why should companies use KME to find their staff?
We are a specialist sales Recruiter who prides ourselves on our up-to-date sales knowledge and we are able to offer clients honest and expert advice regarding all aspects of their vacancy.
Also, we don’t just offer recruitment solutions, we are able to provide a range of services through our experienced Sales Consultants including sales training, sales audits, interview services and the role and candidate profiling.
We also have immediate access to 100’s of great sales candidates that might be the perfect match for your vacancy.
How much do you charge?
We offer bespoke recruitment packages to suit our client’s needs. Please contact us to find out more.
Do we need to pay anything upfront?
No, we only ask for our clients to sign our Ts and Cs to commit to working with us, however, no fee is payable until our candidate is offered a role with your company.
How quickly can you source me a great sales candidate?
It is not unknown for us to take on a new role one day and to send across suitable candidates that same day. However, normally we are able to provide suitable candidate profiles within 3 working days.
Do you maintain a database of candidates already pre-screened to accelerate the recruitment process without affecting the quality of the hire?
We have a database containing 1000’s of sales candidates with experience at differing levels who are actively seeking work.
However, we don’t rely on existing information to match a candidate to a vacancy. We will always screen suitable individuals further in line with a new role before sending their profile to a client to ensure a great fit, not just from an experience perspective but also a good cultural/team fit.
This process enhances the quality of the hire, and it is not unknown for us to take on a new role one day and to send across suitable candidates that same day.
How do you prevent mis-hires and maintain the efficiency of your services?
We believe that the process to prevent mis-hires begins right at the beginning of our Recruitment service.
We have thorough conversations with our clients to gain an in-depth understanding of their needs, not just in relation to their vacancy but also relating to the cultural and persona fit. These conversations continue throughout the Recruitment process, with constant feedback being provided by ourselves and the client in terms of the calibre of candidates in the market and the attractiveness of the vacancy. This ensures that we gain a really thorough understanding of the individual they are looking to hire.
This conversation is then relayed openly to prospective candidates, and they are then fully screened in line with our client’s requirements.
Candidates will then receive full details of our client and role information before being fully screened and then put forward for the position.
We believe that open and honest Recruitment prevents time-wasting for everyone involved.
Our current retention rate is 92% and we have only had to replace 4 candidates in our history who have left their roles within the first 12 months of employment.