Pricing
Matched to your hiring stage.
How we work depends on your hiring challenge.
Building your first commercial team is a different problem from scaling an existing one.
So we work in two ways. Clear scope, clear fees, no surprises.
For Founders
Moving beyond founder-led salesFor Sales Leaders
You set the standard: We hire to it
For founders
The hire, and the thinking that should come before it.
Most founders don’t need a salesperson. They need the right hire for the stage they’re in.
We sense-check that before any search begins, then run the full process around it, from role definition to onboarding.
An operator’s read on what you actually need, not a CV pipeline.
cost per hire, of first-year base salary
Exclusive search. You pay on a successful hire, with the GTM advisory layer included throughout.
Hiring and delivery
Hiring diagnostic: Role, timing and stage fit, checked before we start.
A clear brief, agreed up front: the role, the profile and what good looks like.
Job description: Written to attract the right fit, not volume.
Candidate screening: Two stages, one framework and only people worth meeting.
Cosmic candidate profiles: A written summary on each candidate, not just a CV.
Final-stage task: A tailored task for the role.
Interview scorecard: A framework to score fit at final stage.
Offer and onboarding: We manage the offer and onboarding handover.
GTM expertise
GTM review: A 60-minute review of your sales motion.
Onboarding implementation: A repeatable way to onboard sales hires.
Sales interview coaching: What to probe and how to score.
Commission plan: A structure that works for both sides.
Post-placement support: Check-ins once the hire starts.
Community and network
Founder community: Peers, operators, events and a WhatsApp group.
Partner network. Discounts on the tools you scale with.
For sales leaders
You own the number. We run the hiring around it.
You know the motion you’re building and the kind of person who fits it. What slows you down is the risk of hiring against the wrong profile.
We run a sharp, stage-aware process so you stay focused on the number, not on filtering CVs.
No GTM hand-holding, just a strong shortlist and a clean process.
cost per hire, of first-year base salary
Exclusive search. You pay on a successful hire, with the full search run to your brief.
Hiring and delivery
Role sense-check: An honest read on whether the role is scoped for the right sales motion.
Role and candidate definition: A clear brief agreed up front.
Job description: Written to attract the right profile, not the widest one.
Candidate screening: A two-stage process against a consistent framework, every candidate is judged the same way.
Cosmic candidate profiles: A written summary on each, with areas to probe at your stage.
Final-stage task: A tailored assessment task for the role.
Interview scorecard: A framework for the team to assess fit consistently.
Offer and onboarding: We manage the offer and hand over clear onboarding guidance.
Post-placement support: Check-ins after the hire starts to ensure the placement holds.
In their words
Like working with McKinsey.
“You get a very polished experience, one that does all the heavy lifting for you.”
All you want to do, as a CEO, is make the decisions that only you can make. Cosmic are capable of handling most of the process, which was a real time saver, bolstered by the fact that the quality is so high, and so consistent, that you can trust them to deliver.
Alex Challans
CEO, Resonance
Not sure which fits? Start with a sense-check.
If you’re weighing up a hire and want a second opinion first, we run a pro-bono hiring diagnostic.
No cost, no commitment: an operator’s view on the role, the timing and the stage fit before you spend anything.
Not sure which fits? Start with a sense-check.
If you’re weighing up a hire and want a second opinion first, we run a pro-bono hiring diagnostic.
No cost, no commitment: an operator’s view on the role, the timing and the stage fit before you spend anything.