Regional Sales Manager / Technical Sales Manager Recruiters
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A regional or technical sales manager carries a territory and a number. No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire. We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
- No upfront fee
- Pay only if you hire
- Manufacturing only
- We reach people who aren't on job boards
- Replacement guarantee on standard searches
The hiring decision
What makes this hire work on your plant floor?
A regional or technical sales manager carries a territory and a number. If your territory has dormant accounts, your current rep sells only what customers already know, or distributors take orders without pushing your line, you need a person with product depth and appetite for new logos.
We search for sales managers who have opened accounts in industrial markets, worked with engineers on applications and carried quota through a slow year.
We ask the territory size, the number of accounts, the quota and the attainment over several years. We ask how they split time between existing and new accounts. We ask how many visits a week they made, how they chose which accounts to drop, and what share of last year's revenue came from customers they inherited versus customers they won. Honest candidates know that number.
Industrial buyers ask hard questions. We ask what they sell and test them on it: specifications, applications, failure modes and alternatives. We ask about the most complex application they have specified and how they brought in engineering. Then we ask about a time they recommended a product that failed in the field, how they handled the customer call, and what the root cause turned out to be. Technical sales is credibility built through mistakes handled well.
Before an introduction
What do we check before you interview?
Cold calls, plant visits, referrals from distributors, trade shows and application seminars all show up. We ask what the sales cycle was and who they had to convince inside the customer. Maintenance managers, plant engineers, purchasing agents and operators each have a veto, and a strong manager can name who held it on their last big win.
New logo record
Cold calls, plant visits, referrals from distributors, trade shows and application seminars all show up. We ask what the sales cycle was and who they had to convince inside the customer. Maintenance managers, plant engineers, purchasing agents and operators each have a veto, and a strong manager can name who held it on their last big win. We also ask how they handled an account that went to a competitor and whether they won it back.
Distributor and rep management
If you sell through partners, we ask how they trained distributor salespeople, handled conflict on accounts and held them accountable. We look for someone who has visited the counter, ridden with outside sales and learned the partner's incentives. We ask how they ran training days, what they did when a distributor stocked a competitor's line, and how they split credit when two partners chased the same plant.
Travel, CRM and reporting
We ask about travel weeks, how they log visits, how they forecast and how they handle quoting. A manager who treats CRM as a chore will leave your pipeline blind. We also ask how many nights a month they are away, what the territory driving looks like, and whether the geography suits their home situation.
Need a Regional Sales Manager / Technical Sales Manager? Tell us the plant and the seat.
Direct search
Where are qualified people working now?
We source from peer manufacturers and distributors selling to the same buyers: maintenance, engineering and purchasing teams in industrial plants. We find territory managers with strong numbers who feel capped, and technical specialists who want a quota role.
We match by territory geography, product complexity and customer type. A person comfortable selling to OEM engineers may struggle in a maintenance driven aftermarket, so we screen for that before outreach. We also check whether the candidate has sold through the channel you use, since a manager with only direct experience can be surprised by how a distributor controls the customer relationship.
Which hiring mistakes should you avoid?
Quota and territory. A manager who can describe their account tiers and call plan is usually run by a system, not by luck. Travel, CRM and reporting. A territory that requires heavy air travel will not suit everyone, and honest candidates tell us that early.
- Quota and territory. A manager who can describe their account tiers and call plan is usually run by a system, not by luck.
- Travel, CRM and reporting. A territory that requires heavy air travel will not suit everyone, and honest candidates tell us that early.
- New logo record. We ask how many new accounts they opened and how.
The search
How the search runs?
Agree the briefWe start with the territory, the product line, the existing accounts and the realistic quota. Approach relevant peopleWe confirm fees in writing, then decide whether you need a hunter, an account grower or a hybrid. Qualify the work and support the hireYou see candidates interviewed on the checks above.
Agree the brief
We start with the territory, the product line, the existing accounts and the realistic quota.
Approach relevant people
We confirm fees in writing, then decide whether you need a hunter, an account grower or a hybrid.
Qualify the work and support the hire
You see candidates interviewed on the checks above. We coordinate ride alongs or account reviews, suggest a practical territory plan exercise and collect references from distributors and former managers.
Need a Regional Sales Manager / Technical Sales Manager? Tell us the plant and the seat.
What should you know about questions about Regional Sales Manager / Technical Sales Manager searches?
Need a Regional Sales Manager / Technical Sales Manager? Tell us the plant and the seat.
What should you know about start your Regional Sales Manager / Technical Sales Manager search?
Need a Regional Sales Manager / Technical Sales Manager? Tell us the plant and the seat.
What should you know about hiring guidance for this work?
What should you know about pay snapshot?
$148,270 annual national median for SOC 11-2022 Sales Managers.
Regional Sales Manager / Technical Sales Manager is shown within the broader published occupation. BLS does not separate this plant-specific title, seniority, shift, process or credential. Compare the duties with the SOC definition before using the range.
May 2025 OEWS, released 2026-05-15. BLS release · Official occupation data
Open the full salary guideNeed a Regional Sales Manager / Technical Sales Manager? Tell us the plant and the seat.
Get a talent snapshot for this roleHave your job description reviewed
What should you know about open jobs?
What else affects this Regional Sales Manager / Technical Sales Manager hire?
When do we pay?
After a candidate we introduced accepts and starts. Not before.
Is the search confidential?
Yes: We keep names private and describe your firm generally until a candidate is engaged. We ask the territory size, the number of accounts, the quota and the attainment over several years.
Do you reach passive candidates?
Yes: Many strong territory managers are busy with customers and do not look at postings, so we contact them directly. We ask the territory size, the number of accounts, the quota and the attainment over several years.
How about relocation?
Territory roles are often home based within the region. We confirm the geography and whether a move is needed.
Do you consider technical sales or territory manager titles?
Yes: We judge by quota, territory and technical depth rather than the title. Technical sales is credibility built through mistakes handled well.
Need a Regional Sales Manager / Technical Sales Manager? Tell us the plant and the seat.
The Six-Step Search
What do you get before interviewing?
1. Search CalibrationYou get a hiring brief that separates the work, reporting authority and non-negotiable requirements. We agree what would make a candidate worth an interview before contacting anyone. 2. Market MappingYou get a defined search pool, not a reposted vacancy.
1. Search Calibration
You get a hiring brief that separates the work, reporting authority and non-negotiable requirements. We agree what would make a candidate worth an interview before contacting anyone.
2. Market Mapping
You get a defined search pool, not a reposted vacancy. We identify the kinds of plants and teams where people already handle comparable equipment, processes and operating demands.
3. Professional Contact Intelligence
You get a way to reach working people directly. We check professional contact routes and approach candidates discreetly, without making your plant or vacancy public unless you approve.
4. Persistent Personalized Outreach
You get individual conversations about the actual opening. We explain the work, shift and location, ask whether a move makes sense, and follow up without pretending every person is interested.
5. Live Candidate Qualification
You get evidence of fit before spending interview time. We talk through decisions, equipment, results and reasons for moving, then distinguish direct experience from skills that would need support.
6. Candidate Intelligence and Process Support
You get a focused short list with the information behind it. We explain motivation, practical constraints and concerns, support interviews, and keep offer decisions with your hiring team.
What should we discuss first?
What is your fee?
A percentage of first year base salary, agreed in writing before the search. No fee unless you hire.
What should you know before sending regional sales manager / technical sales manager?
When do you pay a recruiting fee?
No upfront fee. You pay only if you hire. The signed recruiting agreement sets the fee basis and payment terms. Sending an opening does not itself commit you to a fee or an exclusive arrangement.
How long does it take to see a short list?
We discuss the search conditions before describing a realistic next step. Shift, location, equipment match and the candidate's reasons for moving all matter. We do not promise a shortlist date before understanding the opening.
How do you handle counteroffers?
We ask what is driving the move before introducing a candidate. We discuss what might change if the current employer offers more money or a different job. Your team still decides whether that person's motivation fits the opening.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not bill hourly for a standard permanent search, repost a job-board ad as a search, or supply high-volume general labor. Retainers are not the default. Any different arrangement must be agreed in writing.
Read the contingency fee terms · Review Regional Sales Manager / Technical Sales Manager