About Real Recruitment Solutions
Professional sales recruiters, built by an operator.
Fifteen years, 10,000+ placements and one standard: recruit the way a sales leader would.
Our story
From one sales floor to a national recruiting operation.
Real started in 2010 as the in-house recruiting team for a sales organization that was growing faster than it could hire. The pace was relentless, the roles were hard to fill, and the cost of a bad hire showed up on the scoreboard within weeks.
Other operators noticed. They asked us to recruit for them too. One client became three, and three became thirty. Today more than 100 recruiters work across all 50 states, and our founder still runs a sales organization — which is exactly why we recruit the way we do.
We were built by an operator who hired thousands of salespeople before recruiting a single one for anybody else.
How we operate
Three principles every recruiter at Real works by.
They are simple to say and hard to do. That's the point.
- 01
Screen for the work, not the resume.
We assess what the job actually demands — patience, presence, the ability to hear “no” twenty times before lunch and still knock on the next door.
- 02
Track retention, not just hires.
We report on retention at 30, 60 and 90 days. A placement who leaves in week three isn't a win, and we don't count it as one.
- 03
Learn the business before sourcing.
We listen, ask questions and sit in with your hiring managers during the first month, so every candidate fits the team you actually have.
By the numbers
Proof in the pipeline.
Since 2010
Fifteen-plus years recruiting for sales organizations that hire at pace.
10,000+ placed
Sales reps, field teams, territory managers and leaders placed nationwide.
100+ recruiters
A national bench that scales up for hiring pushes and down when you're staffed.
8 industries
Home services, telecom retail, smart home, pest control, solar, B2B and more.
Gallery
Inside Real.
Where the calls get made, the funnels get tuned and the weekly reports get written. Select any photo to enlarge it.
Next step
Work with recruiters who think like operators.
Whether you need forty reps or one VP, it starts with a short conversation about the role and what good looks like.