The recruiting partner you pay when hiring works.
Magna Talent helps companies identify and hire candidates for specialized, difficult, or time-sensitive roles.
Our contingency model keeps the incentives simple.
We succeed when you make a successful hire.
A job posting isn't always enough.
The strongest candidate for your position may not be actively applying.
And even when applications are coming in, your internal team may be balancing recruiting with onboarding, payroll, benefits, compliance, operations, management, or dozens of other priorities.
That's where we come in.
Magna Talent expands the search beyond incoming applications to identify candidates who match the experience, skills, compensation, location, availability, and requirements your team actually needs.
Building a revenue team?
Sales and go-to-market hiring is one of our core areas of focus. We recruit for roles including:
- Sales Development Representatives
- Cold Callers
- Business Development Representatives
- GTM Engineers
- GTM Specialists
- Cold Email Marketers
- Email Marketers
- Copywriters
- Sales Representatives
- Account Executives
- Growth Marketers
- Marketing Automation Specialists
We understand that an SDR who can actually prospect is different from someone who simply held an SDR title. The same applies to cold callers, email marketers, GTM engineers, and outbound specialists.
Our screening process can account for the channels, tools, metrics, markets, and workflows candidates have actually worked with.
From role brief to shortlist.
- STAGE 01
Discovery
We learn why the role is open, what the person will be responsible for, the requirements that cannot be compromised, and what a successful hire needs to accomplish.
- STAGE 02
Market Search
We identify potential candidates through relevant networks, databases, platforms, referrals, outbound sourcing, and our internal Talent Network.
- STAGE 03
Screening
We review experience, interest, compensation expectations, location, availability, and role-specific requirements.
- STAGE 04
Introduction
Qualified candidates are introduced to your team for consideration.
- STAGE 05
Placement
If you hire a candidate introduced through Magna Talent, the agreed placement fee becomes due.
A good search starts with a clear target.
The clearer the search criteria, the more precisely we can recruit.
To run an effective search, we typically need
- Role title
- Responsibilities
- Required experience
- Preferred experience
- Compensation range
- Location
- Remote, hybrid, or on-site requirements
- Work authorization requirements
- Interview process
- Target start date
- Any non-negotiable skills or experience
There is typically no upfront search fee for standard contingency searches.
Our fee is agreed before the search begins and is generally calculated as a percentage of the candidate's first-year compensation or another mutually agreed placement fee.
You pay when a successful placement is made.
Added protection after the hire.
60 days
Eligible placements include a 60-day replacement guarantee.
If a candidate leaves or is terminated within the applicable guarantee period, Magna Talent will conduct a replacement search subject to the terms of the placement agreement.
Questions we hear most.
When do we pay?
Our contingency fee becomes due when you hire a candidate introduced through Magna Talent, according to the terms of your search agreement.
Do we pay anything upfront?
For standard contingency searches, typically no.
Can you work alongside our internal recruiting team?
Yes. Magna Talent can supplement your internal recruiting efforts on specific roles, difficult searches, or periods of increased hiring demand.
Can you recruit for more than one role?
Yes. We can support individual searches or multiple openings depending on the scope.
Do you only recruit remote employees?
No. Searches may be remote, hybrid, or on-site depending on the position and geography.
How do you find candidates?
We use a combination of sourcing platforms, talent databases, professional networks, referrals, direct sourcing, and our internal Talent Network.
Do you screen candidates before introducing them?
Yes. We screen for relevant experience, role fit, compensation expectations, availability, location, and other search-specific requirements.
Can you recruit SDRs and outbound salespeople?
Yes. Sales development, cold calling, business development, and go-to-market roles are areas of focus for Magna Talent.
Can you recruit technical GTM talent?
Yes. We can support searches for GTM Engineers, GTM Specialists, marketing automation professionals, and candidates working across modern outbound and revenue technology stacks.
What happens if the hire doesn't work out?
Eligible placements may qualify for our 60-day replacement guarantee, subject to the terms of the placement agreement.