AXE RECRUITING
Axe Recruiting helps hiring managers fill specialized, urgent, and growth-critical roles through direct candidate search, role calibration, and offer-stage discipline — across healthcare, sales, technology, finance, and skilled industries.
Verticalized recruiters who know the roles, the market, and the candidate pool.
We go to passive candidates, not just job boards. Most hires come from outreach.
Structured intake, calibrated roles, qualified shortlists. No resume dumps.
We manage competing offers, counter risk, and close — not just submit and wait.
TRUSTED BY HIRING TEAMS WORLDWIDE
BUILT FOR HIRING MANAGERS
The strongest candidates for specialized roles are not checking job boards. They are employed, performing, and not actively looking. The only way to reach them is direct — and the only way to convert them is to present the full opportunity: compensation, role design, leadership quality, and the hiring process itself.
Axe builds every search around the role and the market, not the job board. We pressure-test compensation before outreach, map the candidate universe before sourcing, and manage the offer before you lose the finalist to a counter.
Is the role calibrated to market?
Scope, title, and expectations benchmarked against what the actual candidate pool expects.
Is the compensation realistic?
Base, bonus, equity, and benefits compared against live market comps — not internal budget assumptions.
Is the process fast enough to retain interest?
Passive candidates disengage in slow processes. We push for a compressed, decisive interview cycle.
Is the offer narrative built before the candidate compares alternatives?
We pre-close before the offer goes out — so the answer is yes before competing offers arrive.
VERTICALS WE SERVE
Each vertical has a different talent market, candidate motivation profile, and competitive dynamic. We staff our search teams accordingly.
Physicians, advanced practice providers, nursing, allied health, and healthcare leadership across hospitals, group practices, and growth-stage healthcare companies.
Psychiatrists, PMHNPs, LCSWs, LMSWs, therapists, and clinical leaders for behavioral health organizations, telehealth platforms, and integrated care models.
SDRs, AEs, sales leadership, and revenue org build across enterprise SaaS, mid-market, SMB, channel, and complex B2B sales motions.
Engineering, DevOps, cloud, cybersecurity, data, and IT operations talent for SaaS companies, enterprises, and growth-stage tech.
ML engineers, applied scientists, AI infrastructure, and research talent for AI-native companies and AI-augmented enterprise teams.
Controllers, FP&A, accounting leadership, finance ops, and CFO-track talent for growth-stage and private-equity-backed companies.
Operators, technicians, warehouse leadership, and supply chain talent for material handling, logistics, and distribution operations.
Director, VP, and C-level search across healthcare, sales, technology, and operations leadership. Retained engagements with structured search discipline.
Clinical, regulatory, commercial, and R&D talent for biotech, medical device, and life sciences organizations.
READY TO FILL YOUR NEXT ROLE?
The roles you cannot afford to miss require a search partner, not a job board. Tell us about the position and we’ll tell you what a search looks like.
THE AXE SEARCH FRAMEWORK
A search process built for roles where one bad hire costs you a quarter, a project, or a ramp cycle.
01
Pressure-test compensation, role scope, schedule, and team context against the live market. Fix friction before outreach.
02
Build a targeted candidate universe across employers, regions, and seniority tiers. No job boards, no passive reposts.
03
Engage passive candidates with a clear opportunity narrative. We sell the role, not the company description.
04
Structured behavioral and technical screening. Motivation, constraints, and close risk surfaced before submission.
05
We talk to direct managers. We verify the story. We catch resume distortion before you spend interview time on it.
06
We manage competing offers, counter risk, and close. The offer stage is where most searches die. Not ours.
ENGAGEMENT MODELS
HIGHEST PRIORITY
Full-commitment search with dedicated recruiter allocation, weekly reporting, and search exclusivity. Built for urgent, high-impact roles where speed and quality cannot be compromised.
→ Dedicated search team
→ Weekly progress briefings
→ Full market coverage
⭐ OUR DIFFERENTIATOR
EMBEDDED PARTNER
An embedded recruiter model where you pay per hired seat — not per search. Ideal for companies building headcount across multiple roles simultaneously with a consistent recruiter partner.
→ Single flat fee per hire
→ Multi-role hiring plans
→ Embedded team relationship
SUCCESS-BASED
Fee paid on successful placement only. Available for select roles where the search scope and candidate pool are well-defined and the hiring timeline is flexible.
→ No upfront cost
→ Fee on hire only
→ Defined role criteria
Every engagement starts the same way: a search intake call, role and compensation calibration against the live market, and an agreed search plan — before any outreach begins.
WHAT CLIENTS SAY
INSIGHTS & MARKET INTELLIGENCE
Mid-market AE vs enterprise AE — fundamentally different roles requiring different profiles, screening, comp, and ramp. How to know which you actually need based on ACV band and deal cycle, and how to spot the resume mismatches that lead to expensive mishires.
A practical comparison of retained, contingency, and Per-Seat recruiting engagement models for sales hiring. The economics of each, when each fits, the hidden costs people don’t model, and the most common model-selection mistakes.
How to hire sales engineers and SE leaders at growth-stage B2B SaaS — the two profiles that matter, the technical-commercial balance to screen for, AE-to-SE ratios by motion, current compensation across IC and leadership levels, and the operating mistakes that degrade SE org performance.
START THE SEARCH
We review every inquiry and respond within one business day.
READY TO GET STARTED?
Every search starts with a single conversation. Let’s talk about the role, the market, and what a search actually looks like.