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Note: Captivate Talent is dedicated to sourcing and placing exceptional individuals, ensuring that our talent pool represents diverse perspectives, backgrounds, and experiences.
This case study includes a diverse hire, furthering our commitment to diversity and our ability to match top-tier talent from all backgrounds with organizations seeking to build a more inclusive and innovative workforce.
After finding product-market fit, Polymer was looking for a sales leader to help them scale past founder-led sales.
Captivate Talent helped Polymer to calibrate the role, flush out requirements, manage the interview process, and relay feedback on candidate perception of the startup.
Ultimately, Captivate found a highly qualified VP of Sales that Polymer feels confident about. This person will help them hit their revenue targets; making the sales process more repeatable and predictable.
"We knew the [job] requirements, but the profile was hazy. Captivate’s background in early stage hires helped shape the job description and offering. We ended up targeting candidates that were able to be more hands on, because that’s truly needed and defining that early on with Captivate was a huge plus."
Captivate Talent exceeded Polymer’s needs. They found a qualified VP of Sales with experience in cybersecurity and a strong CISO network.
This new hire will help Polymer build a repeatable, predictable, and scalable sales process, allowing them to hit revenue targets and scale past product-market fit.
Captivate's expertise and support ensured that the search process was successful. They were able to complete the journey in two months, much faster than anticipated. Captivate’s help in finding the right hire will drive Polymer’s growth, success, and help take the sales burden off of the CEO.
Initially, Polymer had a vague idea of what they were looking for. They first went down the path of hiring an Account Executive.
After talking with their board, they realized they needed a senior leader to capitalize on market conditions and looked to hire a CRO.
Additionally, Polymer was limiting their search by only considering in-network hires—too narrow of a pool. These challenges delayed their hiring process and made it difficult for them to find the right person for the job.
Captivate Talent proved to be hungrier than other firms considered. Although Polymer said they were looking for a CRO, Captivate listened to their requirements and showed them VP of Sales-level candidates with the CRO candidates they requested—what we believed to be more appropriate given Polymer’s stage.
This perspective unlocked a new candidate pool when Polymer realized they needed to hire someone more hands-on.
Together, Captivate and Polymer went through three rounds of resumes. With a tight weekly feedback loop, Captivate and Polymer were able to narrow the ideal profile.
During the final stages of the search, Captivate provided key insights on competitive compensation structure and offer strategy.
