Not a CV service — a sales function. The Sales Roster designs, recruits and places the setters and closers your business needs, then builds the comp plans, KPIs and onboarding around them so the team actually performs.
Trusted by founders like Elliot Wise, Joel Ringer & Omar Tinsley
Most founders don't need "a closer" — they need a sales function that runs without them. We map the team to your lead flow and revenue, then place each seat as the business is ready for it. Click through the stages to watch the team take shape.
Stage 1 — First setter placed
We specialise — deliberately. Setters and closers are the two seats that move revenue fastest, and specialising is exactly why our vetting goes deeper than a generalist recruiter's ever could.
Front-line reps who turn DMs, inbound leads and communities into qualified calls sitting on your closer's calendar.
Best first hire if: you have leads coming in that nobody is working properly.
Experienced closers for coaching, consulting, agency and premium service offers from £2k to £20k+ — accountable to real numbers.
Best first hire if: your calendar is full and you're the bottleneck on every call.
The Sales Roster works with founders and brands building serious offers — here are some of the people and businesses we've helped.
Entrepreneur and business mentor helping founders scale with structure and sales.
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Founder building and scaling high-performing offers with sales at the core.
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Entrepreneur growing revenue with the right sales talent in the right seats.
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Premium NAD+ longevity and performance supplements, shipping across the UK and internationally.
Visit naddict.com
Paid acquisition agency generating qualified enquiries for premium residential contractors.
Visit the site
Property management and serviced accommodation for landlords across Horsham, West Sussex and Surrey.
Visit the siteAverage time to vetted shortlist
Vetting on every candidate
Applicants who make the roster
Replacement guarantee
Most founders don't fail at sales because they hired the wrong person once. They fail because they hire seat by seat, with no structure underneath — and the whole thing collapses back onto them.
A closer with no setter starves. A setter with no closer books calls nobody runs. The roles only work as a system, and hiring them in the wrong order stalls the team before it starts.
Salespeople interview brilliantly — it's literally the skill. The only reliable predictor is watching them sell: live role-plays, real objections, verified numbers from previous offers. That's what our vetting is built on.
A-players on a broken comp plan with no KPIs, no scripts and no onboarding still churn. Most recruiters walk away at the signature — we build the structure the team sits on and stay through the first month.
You don't need more applicants. You need a team that's designed.
The Sales Roster wasn't built by recruiters. It was built by someone who kept running into the same problem on the other side of the table.
Beau founded The Sales Roster after seeing the same problem from both sides of the table: businesses generating more leads than they could handle, and talented setters and closers stuck in roles that were never set up to let them perform.
He also runs Verv Marketing, a performance marketing agency working with coaches, consultants, agencies and e-commerce brands across the UK, US, Canada and Australia. That's where the sales problem became impossible to ignore — generating demand is only half the job. Without a team built to work it, leads sit unactioned and the founder ends up back on the calls.
"Not enough leads was rarely the issue. Not having the right people to work them always was — so we built the team side ourselves."
Anyone can send you CVs. We send you setters and closers who have already been interviewed, role-played against a live sales scenario, tested and reference-checked — so your interviews are about fit, not filtering.
The Funnel — Every Applicant
Every rep submits their sales history, verified numbers and a video introduction. We screen for real track record, communication quality and coachability — AI-polished applications don't survive a video screen.
A deep-dive into past offers sold, price points, lead sources, KPIs hit and why they left previous roles. Vague answers and inflated claims get filtered here.
Setters are tested on live setting scenarios; closers sell against real objections — price pushback, "I need to think about it", partner objections. We score tonality, structure, discovery and close.
Written follow-up tasks, CRM discipline, response speed and message quality — because most deals are won in the follow-up, not the first call.
We speak to previous employers and verify performance claims. Only candidates who pass all five stages are eligible to be placed into a client's team.
A structured, transparent process with clear timelines — open each stage to see exactly what happens and what you walk away with.
We start with a strategy call to understand your offer, price point, lead flow and sales cycle. From that we design the team: which seats you need, in what order, and the scorecard each hire has to hit — not a generic job spec.
We search the live roster first — setters and closers already vetted and matched by niche — then run targeted outreach across our network for the specific profiles your blueprint demands. Every candidate passes five-stage vetting before they're scored against your roles.
You receive a shortlist for each seat with full vetting notes and role-play recordings, so you can hear them sell before you ever meet them. We coordinate the interviews and arm you with a structured interview guide built from your scorecards.
Once you've chosen, we handle the offer and comp conversation, then build each rep a 30-60-90 day onboarding plan so they ramp fast: scripts, CRM setup, KPI targets and first-week activity goals — not "here's a login, good luck".
Placement isn't the finish line. For the first 30 days we run weekly check-ins with you and the team, review KPI performance against the scorecards, and step in early if anything drifts. If someone isn't working, we replace them — free.
Built by operators who run sales teams and marketing systems — not a generic recruitment desk. The placements are the start; this is what makes the team stick.
Base, commission and bonus structures for setters and closers benchmarked to your niche and margins — attractive enough to land A-players, sustainable enough to protect your P&L.
Activity metrics, conversion benchmarks and reporting cadences defined from day one, so team performance is visible weekly — not discovered quarterly.
Setting scripts, call frameworks, objection-handling guides and follow-up sequences tailored to your offer, so new reps ramp in days.
Every placement includes a 30-60-90 plan with ramp milestones, CRM setup and first-week targets — so day one produces momentum, not admin.
Weekly check-ins through the first month, KPI reviews against the scorecards, and coaching input if ramp drifts — accountability on both sides.
The process between the two seats mapped and documented — booking standards, call prep, CRM notes — so no lead is lost in the gap between them.
| What you get | Job Boards | Traditional Recruiters | The Sales Roster |
|---|---|---|---|
| A designed team, not a single seat | ✕ One post at a time | ✕ One role at a time | ✓ Full team blueprint |
| Candidates proven by live role-play | ✕ Self-reported CVs | ✕ CV & interview only | ✓ Recordings included |
| Setter & closer specialists only | ✕ None | ~ Generalist screening | ✓ Five-stage, sales-only |
| Comp & KPI design included | ✕ | ✕ | ✓ Built in stage one |
| Onboarding & 30-60-90 plan | ✕ | ✕ Ends at signature | ✓ Plus weekly check-ins |
| Replacement guarantee | ✕ | ~ Varies | ✓ 30 days, free |
“We'd burned months hiring setters who couldn't book. The shortlist we got was a different level — our new setter filled the calendar in week two.
“The vetting is the difference. Every candidate had already been role-played and tested against our offer, so our interviews were about fit — not filtering.
“They didn't just place a closer — they designed the comp plan, set the KPIs and ran the check-ins. It felt like adding a sales director, not a recruiter.
“Setter and closer placed within the same month, and the handoff between them was mapped out for us. It finally feels like a sales team, not two hires.
We're always vetting talent for the teams we build. Pass our five-stage vetting once and you'll be considered for every client team that fits your experience.
We build sales teams for businesses. That means designing the team your offer and lead flow actually need, then recruiting, vetting and placing the appointment setters and high-ticket closers who fill those seats — plus the comp plans, KPIs, onboarding and handoff processes that make the team perform.
Yes. Most clients start with a single setter or closer and build from there. We'll still map the full team blueprint in stage one so each hire is sequenced correctly — but you only place the seats you're ready for.
Most clients receive a vetted shortlist within 7 days of the discovery call. A first placement — from brief to a rep starting with an onboarding plan — typically lands between days 12 and 16, depending on your interview availability. Larger teams are built in sequence rather than all at once.
We agree placement fees and terms before we start searching, so there are no surprises. Every placement includes the team design work, 30-60-90 onboarding plan, first-month check-ins and a 30-day replacement guarantee.
Every rep passes five stages: application screening, a structured interview on verified track record, a live role-play assessment against real objections, scenario and systems testing (follow-up, CRM, written comms), and reference checks with previous employers. Fewer than 1 in 12 applicants make the roster.
Because specialising is what makes the vetting work. Setters and closers are the two seats that move revenue fastest in coaching, consulting, agency and premium service businesses — and knowing those roles deeply is how we can role-play, score and benchmark candidates properly instead of matching keywords on a CV.
Most placements are remote-first, matched to your time zone and market across the UK, US, Canada and Australia. Hybrid and in-office placements are available where the role requires it.
Yes, where the offer and lead flow genuinely support it. Comp structures — base plus commission or commission-only — are designed in stage one and benchmarked to your niche, because the wrong structure repels exactly the A-players you want.
Coaches, consultants, agencies, e-commerce brands and premium service businesses across the UK, US, Canada and Australia — anywhere a strong setter and closer team directly moves revenue.
If a placed rep leaves or underperforms within the first 30 days, we replace them at no additional cost. We run weekly check-ins through that period specifically so problems surface early — we're incentivised to get the team right the first time.
Book a consultation and walk away with a team blueprint — the seats you need, in what order, and what each one should cost you.
Designed · Vetted · Placed — backed for 30 days
