Every field, every call.
It is printed on our intake form, and it means what it says: every call works through the whole profile.
How we work
How we match: the whole motion, not the job title.
Two AEs with the same title can sell to different buyers, at different ACVs, on different cycles, from different pipeline sources. We capture all of it on both sides, then match like for like.
The process in one line
- Two conversations. A phone call, then an in-depth interview, always on video.
- 58 fields. On every candidate profile and every role brief.
- One Match %. Six weighted dimensions, totalling 100.
The candidate side
Two conversations before anyone is ranked.
A phone call to see whether there is a match worth exploring, then an in-depth interview, always on video, that completes the profile.
58 fields in three tiers
First-tier fields come first, on the phone. The video interview completes the rest.
Initial phone call
We take the 24 first-tier fields: enough to match the candidate against live roles, choose which companies and roles to discuss, and decide whether to go to video.
In-depth interview
Centred on ICP, ARR, quota attainment and sales motion, it completes the full 58-field profile.
- ICP
- ARR
- Quota attainment
- Sales motion
The essentials, filled
Nobody is ranked or submitted until all 19 essential fields are filled.
The candidate profile
Eight sections, 58 fields.
The same profile for every candidate, so every comparison is like for like. A few of the fields in each section:
Identity
The basics. Then seven sections on what they sold, how they sell, what they hit and what they need.
What they sold
- Products
- Sectors and specialisms
- Buyers who signed Key field
- Logos won
- Competitors sold against
Their motion
- Seat type
- Segment
- ACV, typical and biggest
- Cycle length
- Inbound vs outbound
- Greenfield, displacement or expansion
Performance
- Quota carried: the number, not the title
- Attainment, last three years
- Biggest deal
- Evidence quality
Tenure
- Pattern
- Short stints, and why
- Reason for leaving
- Real reason looking now
Package
- Base and OTE
- Actual earnings last year, not OTE
- Notice period
- Counter-offer risk
Constraints
- Commute
- Hybrid
- Travel
- Right to work
- Companies they won't consider
Ranking inputs
- Open to opportunities
- Call impression
- Red flags
- One-line pitch
The client side
One call, six areas, a 58-field brief.
Every role is briefed as thoroughly as every candidate is profiled, so the two can be matched field for field.
The product
The product in one line, the ICP buyer titles (who actually signs) and the competitors it displaces.
The motion
Seat type, market segment, ACV band, sales cycle, deals per quarter expected, inbound vs outbound and growth source.
The team and the seat
New seat or backfill, quota carriers in the team, who it reports to, and whether a playbook exists or must be built.
The money
Base range, commission basis and a realistic OTE: what the best and the median rep earned.
The filters
Hard must-haves, hard exclusions, location and hybrid.
The process
Interview stages, who interviews, the timeline and the submissions wanted.
40 of the 58 fields are essential. Until they are filled, the role cannot be matched or ranked.
Inferred Marks any field we filled from research rather than from the client, so it is always clear where an answer came from.
Matched by Motion
Six weighted dimensions, totalling 100.
After the client call we set six weights for the role. They move with the seat, so the score reflects what matters in this one.
Illustrative weighting
A remote mid-market AE seat: horizontal product, unusual buyer.
- Motion fit 35 How they sell, against how the seat sells
- Buyer fit 30 Raised where the buyer is unusual
- Sector fit 10 Lowered where the product is horizontal
- Seniority fit 10 Raised for leadership seats
- Tenure 10 Raised for a private-equity-backed client
- Location 5 Near zero for a remote role
Total 100
Illustrative only. Real weights are set role by role, after the client call.
Auto-reject rules
The hard filters from the brief, few and defensible, are applied before anyone is scored.
Scored against one ideal profile
Each role gets a one-line ideal profile. Every candidate is scored against it across the six weighted dimensions.
One Match %, ranked
Candidates are ranked by Match %, so a shortlist starts with the closest fit to the seat.
The taxonomy
One taxonomy, the same codes on both sides.
Every candidate and every role is coded to the same sector taxonomy, so sector fit compares like with like.
Explore the sectors- 12 pillars
- 44 macro-verticals
- 113 specialisms
For example FinTech Risk & RegTech KYC/KYB
Honest data
A match is only as good as its data.
So three rules run through our whole intake process.
Blank beats guessed.
We never guess a field. A gap comes back as a gap, and anything filled from research is marked Inferred.
Evidence quality, scored.
Our honest score of how specific a candidate's numbers were, so a precise figure and a vague one never look the same.
Built for ramp
Matching the motion is how ramp comes down.
The point of matching the motion is a hire who is productive sooner. Our Ramp Fee is our commitment to that, and to the candidate's success in the role: a genuine stake in every placement. And with Hired for Ramp, our headcount planner, you can see when to start recruiting each seat, so new hires are up to speed when your number needs them.
One published price for every client: 15% of basic salary, plus a 2% Ramp Fee on OTE only if your hire is still with you at six months.
We stay in touch after every placement
- 4 months
- 6 months Ramp
- 12 months In the role
We track every placement's success at 6 months (ramp) and 12 months (in the role). EJP is a new brand, so we will publish those figures as they build.
Next step
Hiring, or looking for your next role?
Employers: it starts with one call and a 58-field brief. Candidates: it starts with one phone call.