Specialty recruiting

Technology and sales recruiting with direct headhunter involvement.

Recruiter-led sourcing and headhunting for US technology, sales, operations, and leadership roles. Start one priority search for $490 USD.

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What you get

Targeted recruiting for roles where a job post is not enough.

Strong technology and sales candidates are often already working, selective about new opportunities, and unlikely to respond to generic outreach. A focused search needs a clear target, relevant positioning, persistent follow-up, and a recruiter who can qualify both capability and motivation.

Ace Hunter can also support adjacent operations and leadership searches. If a role sits outside the areas where the recruiting model is likely to add real value, Arturo will say so before accepting it.

Technology and technical-adjacent searches
Sales, business development, and revenue roles
Operations and cross-functional hiring
Leadership and difficult one-off searches
Active and passive candidate research, outreach, and screening

A recruiter-led process

From role calibration to qualified conversations.

Build the target profile

Turn the job description into a realistic market target with clear must-haves and useful tradeoffs.

Reach the relevant market

Research target companies and backgrounds, then approach candidates with personalized outreach.

Qualify beyond the résumé

Screen for experience, motivation, compensation, location, and the reasons the opportunity may fit.

Employer FAQ

What to know before we start.

Which technology roles do you recruit for?

Fit is assessed role by role. Ace Hunter's strongest background includes technology and technical-adjacent hiring, along with sales, operations, and leadership searches.

Do you recruit passive candidates?

Yes. Passive-candidate headhunting and personalized outreach are core parts of the recruiting work.

Can you recruit both sales and technical roles for the same company?

Yes, when the search scope and active role load fit the chosen service. Companies with several priorities may be better served by fractional recruiting.

What if the role is unusually senior or difficult?

Select difficult or senior searches may be handled through a separate contingency arrangement. The best structure is recommended after the role is reviewed.