We find the right leader, then prove the hire works.
Octopus Legacy went from about 40 people to 200 in a few years, and the leadership team is now catching up with the business. The VP Sales / Revenue sets how the partnership channel and its team of about 20 scale towards 50,000 cases.
A hire at this level is too expensive to judge on a CV and a good final round. Spine puts every hire in writing: what the evidence says before the offer, how the person is tracking once they start, and what that teaches you about the next hire.
One decision report per final candidate and a side-by-side final round review. Every claim cites its evidence.
A calibration report at Day 30, 60 and 90 against the outcomes agreed at kick-off: on track, off track, and what to change.
Each verdict feeds Octopus Legacy’s hiring pulse, so the bar for the next hire is written from evidence.
Three final candidates. One recommendation, in writing.
Strong enterprise software record. Every partnership was signed by a product that sold itself, with no service behind it to scale.
Built a pension-provider referral channel at a consumer fintech from nothing to a third of new customers. Consultative with older customers.
Best in the room. Two references describe pressure on customers to hit the number, the profile that has not worked here before.
APP (A-Player Probability): how likely we think each candidate is to become a top performer in this role.
We validate the hire alongside you for 3 months.
Most leadership hires that fail show it in the first three months, long after a recruiter has been paid and gone. For a VP Sales / Revenue we track three signals from Day 1: partners signed, referral cases flowing from those partners, and the AE and AM hires made and ramping. Each calibration report says whether the hire is on track and what to change.
Four partners signed, one more than planned, and four new team members hired. What we predicted before the hire turned out to be right.
Partners were sending people over, and too few became customers because they waited days for a call back. We suggested passing them straight to an advisor. Three weeks later, sign-ups were back on track.
Every hire makes your next one sharper.
Each hire builds the hiring pulse for who works well at Octopus Legacy: which archetypes succeed, which warning signs were real, and what the next seat needs. It takes on average 3-5 leadership hires to build a predictive & tailored hiring pulse.
VP Sales / Revenue
Customers here want a patient guide. Partners only work when the people they send get a quick call back.
Head of Customer & Service Delivery
We look for the same patient style, and test how fast they get a partner’s customer to an advisor.
The rest of the team
From what has already worked at Octopus Legacy, before a job description is written.
One fee, fixed in advance. All reporting included.
Placement fee
20% of the role’s target compensation, fixed as a set amount once the band is agreed. No retainer. Nothing payable unless a Spine candidate starts.
- 1Fixed fee: it does not move with the final offer, so we have no interest in pushing a salary up.
- 2Before the offer: a decision report on every final candidate and a one-page final round review.
- 3Calibration phase: calibration reports at Day 30, 60 and 90, building Octopus Legacy’s hiring pulse for your next hires.
- 412-month guarantee: if the hire leaves within a year, we run the search again at no fee.
Start with VP Sales / Revenue.
One kick-off with the people who will judge the hire, by meeting or a short hiring form, then a shortlist within seven to ten working days. The Day 90 verdict then sets the bar for your Head of Customer & Service Delivery hire.
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