The Problem
Hiring revenue leadership is one of the highest-risk decisions a company makes.
- Strong resumes don’t equal real performance
- Many candidates have managed, but never built or closed
- A mis-hire can cost 12–18 months of growth, pipeline, and team stability
Most recruiting firms rely on surface-level screening
- Titles
- Tenure
- Company logos
But enterprise sales success is driven by:
- Deal ownership
- Sales cycle complexity
- Buyer navigation
- Execution under pressure
Larry Steinberg, MBA - Operator
Larry has spent over two decades building and leading enterprise revenue organizations, closing complex, multi-stakeholder deals across healthcare, government, SLED, HigherEd and large enterprise markets. He understands firsthand what it takes to generate pipeline, navigate long sales cycles, and consistently deliver revenue at scale.
That experience translates directly into how candidates are evaluated. Very few people can accurately assess enterprise sellers - because most have never carried the number, built teams, or closed at that level.
Every search is grounded in real-world execution: identifying leaders who have not only held the title, but have proven they can perform in environments where revenue outcomes matter.