Supporting Auror
Each and every Client has opportunities to be served by a multitude of team members at SalesFirst Recruiting, but the way our model works is that each client is served by a dedicated small team that works closely with one another on serving your needs across the country.
In your case, you would be served by these professionals. You’ll find their profiles below.
Alyssa Spiller
Senior Recruiter
Alyssa joined SalesFirst Recruiting in 2025 and supports the team out of Scottsdale, Arizona.
Meghan Valenzuela
Senior Recruiter
Meghan first joined SalesFirst Recruiting in 2023 and serves her clients in the Scottsdale area.
Mark Herman
Market Manager
Mark joined SalesFirst Recruiting in 2020 and maintains high level relationships with referral partners, clients, and candidates.
Carlee Myers
Senior Market Manager
Carlee joined SalesFirst in 2017 and leads a team of Sales Reps, Account Managers, and Recruiters out of the Southwest Region. She splits her time between Arizona and Oregon.
A Little bit on SalesFirst
WCC Oregon, Inc DBA SalesFirst Recruiting was founded in 2011 by Adam Morris. The company is headquartered at 12555 SW Hall Blvd, Tigard, OR 97223 with additional offices in Arizona & Colorado.
We offer Direct Hire, Contract Staffing, Temp-to-hire, and Consulting services to our customers.
Although we can serve all 50 states with our staff of roughly 10-20 employees, the graphic below shows our primary markets in green.
Where You’ll be Served Best
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Chief Executive Officer
President
Chief Revenue Officer
Chief Marketing Officer
Chief People Officer
General Manager / Vice President
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Vice President of Sales
Director of Sales
Sales Manager
Account Executive
Account Manager
Sales Consultant
Business Development Representative (BDR / SDR)
Territory Sales Manager
Outside Sales Representative
Sales Operations Specialist
Sales Coordinator
Sales Administrator
Sales Enablement Manager
Sales Analyst
Sales Support Specialist
Sales Trainer
Revenue Operations Manager
CRM Manager
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Vice President of Marketing
Director of Marketing
Marketing Manager
Marketing Specialist
Digital Marketing Manager
Content Marketing Manager
Social Media Manager
SEO Manager
Email Marketing Specialist
Product Marketing Manager
Marketing Communications Manager
Marketing Coordinator
Marketing Analyst
Marketing Operations Specialist
Marketing Assistant
Marketing Automation Specialist
Marketing Project Manager
Content Creator
Graphic Designer
Copywriter
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HR Manager
HR Coordinator
HR Generalist
HR Specialist
HR Director
Chief Human Resources Officer (CHRO)
HR Business Partner
Employee Relations Manager
Compensation and Benefits Manager
Training and Development Manager
Talent Acquisition Manager
Recruiter
Talent Acquisition Specialist
Recruiting Coordinator
VP of Talent Acquisition
SalesFirst Recruiting Owners Adam Morris & Dan Morris. Yes, brothers.
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Tenure shows that something is working. When recruiters stay with a company, it usually means the systems are proven, the leadership is steady, and the mission is clear.
People do not stick around in broken environments. They stay when the expectations make sense and the work has purpose.
A firm that retains its team year after year is showing you that it operates with structure, clarity, and trust.
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Fancy websites mean nothing. It takes money to create a beautiful website and a polished brand. But great design does not deliver hires.
Recruiting outcomes come from systems. Firms need sourcing workflows, structured interviews, internal documentation, and quality controls that hold up across searches. These systems are built slowly, and they take training, repetition, and leadership that values precision.
A recruiting firm with real structure will not need flash. You will see it in how they run the process, how quickly they deliver, and how rarely they miss.
Good marketing is easy to spot. Good operations are not. Look deeper.
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Most clients want customization. Understandably so. But sometimes, a recruiter’s unwillingness to bend too far is actually a good thing. Well-built recruiting systems are not meant to shift with every request. They are the result of years of refinement, internal training, and real-world application. When a firm hesitates to change its process, it is often because that process already performs at a high level. Changing one part can compromise the whole.
A recruiter’s job is to deliver quality. That requires structure, repeatability, and boundaries. Some flexibility is useful, but too much can lower the bar.
If a firm holds the line on its process, it likely knows where quality comes from.
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Strong recruiting firms are built on clear expectations and internal accountability. They put time into training, coaching, documentation, and feedback.
The work is too complex to be left to personality. Good recruiters follow structure. They prepare. They review each other’s work. They focus on detail.
Culture takes shape when teams are held to consistent standards. It does not rely on charm or enthusiasm. It relies on process and trust.
When you evaluate a firm, ask how they train their people and how they maintain consistency. That will tell you what kind of culture they’ve built.
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Recruiting takes ongoing attention. Because the market is always changing, the best firms adjust their methods over time. They update their interview questions. They improve the way they communicate with clients. They tighten each step of the process when they see room to improve.
You will not see massive changes every quarter. You will see small updates that make the work cleaner and the results stronger.
Firms that stay sharp are always reviewing how they operate. They do not settle, and they do not stand still.
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Technology should make people better at their jobs. In recruiting, it should help teams move faster, reduce blind spots, and keep things organized.
It cannot replace good judgment or interviews, or instinct. But it should support those things. The right tech setup allows recruiters to spend more time on the conversations and decisions that matter, and it clears space so they can do real work engaging candidates and clients.
Strong firms embrace technology and build their tools around people.
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Strong recruiting results come from deep focus. When a firm stays in one lane, it builds sharper tools, stronger networks, and better instincts.
Specialization allows teams to notice details others miss. It shapes the way interviews are run, how candidates are prepared, and how feedback is applied.
Generalist firms may cover more ground, but focused firms know their space inside and out. That depth leads to better matches and faster outcomes.
Expertise is earned through repetition. Great firms stay close to what they know and keep getting better at it.
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Vice President of Sales
Director of Sales
Sales Manager
Account Executive
Account Manager
Sales Consultant
Business Development Representative (BDR / SDR)
Territory Sales Manager
Outside Sales Representative
Sales Operations Specialist
Sales Coordinator
Sales Administrator
Sales Enablement Manager
Sales Analyst
Sales Support Specialist
Sales Trainer
Revenue Operations Manager
Program Manager
Why SalesFirst?
1. Agile Team, High Impact
SalesFirst is a nimble, high-performing firm of 13–20 professionals. Our size allows us to move quickly, stay aligned, and adapt to your specific hiring needs without layers of red tape. Every client receives focused attention from a team that delivers with urgency and care.
2. Structured, Repeatable, and Tech-Enhanced Process
We follow a carefully crafted methodology designed to uncover both who candidates are and what they’ve accomplished. Our approach is structured, fair, and repeatable, anchored in human insight and reinforced by thoughtfully integrated technology.
Our recruiter-led, tech-enabled operating system delivers:
Fast, targeted sourcing
Comprehensive data capture across every stage of the hiring journey
Bias mitigation and reduction of blind spots
Empowered junior recruiters performing with senior-level precision
3. Trusted Reputation and Relationship Focus
SalesFirst is built on long-term partnerships and a reputation for excellence. Our reputation is stellar, and that’s because we focus on doing exceptional work, retaining clients, and staying clear of controversy.
SalesFirst Social Media: Google, Twitter, Yelp, Glassdoor, Facebook, and LinkedIn.
4. Personality Alignment with CVI and DISC
We integrate the Core Values Index (CVI) into our hiring process. It’s a proven psychometric tool we provide at no cost to clients & candidates. We offer both the scores and practical insight into the strengths, risks, and workplace tendencies associated with each CVI profile to help your team make hiring decisions with confidence and clarity.
Recruiting Strategies
Active Candidate Strategies
Although the vast majority of placements come from uncovering a passive candidate through traditional headhunting, making the role easy to find is crucial for success.
SalesFirst will create two job descriptions: One public facing, one internal. We’ll post the public job description on the SalesFirst job-board, Indeed, GlassDoor, SimplyHired, ZipRecruiter, Talentify, and Linkedin- and we’ll have Google index the position to drive traffic. This will bring some attention to the role and capture some active job-seekers.
Passive Candidate Strategies
Since we began tracking it, in a typical year 88% - 93% of our placements have come from traditional headhunting.
We’ll use a large mix of premium recruitment and sales tools such as, LinkedIn Recruiter, Seamless.ai / GetProspect / Lusha, and our ATS Loxo to directly contact ideal candidates by phone, InMail, email, and text (where legally allowed).
We’ll call into targeted companies to reach unresponsive candidates by phone.
We’ll also target industry groups and post ads where these professionals spend their time networking.
The Process
Our Candidate screening process
Step 1: 15 minute phone screen. Initial conversation with a recruiter to uncover work history, metrics, KPIs.
Step 2: SalesFirst Core Value Index Personality Assessment.
Step 3: 30-45 minute video interview with a recruiter based on a documented, repeatable questionnaire.
Step 4: Our AI tools analyze the interview notes, CVI data, and recruiter insights to flag missing data points, identify inconsistencies, and reduce bias. This ensures no critical factors are overlooked before submission.
Step 5: The assigned account manager conducts a final review to validate fit, calibrate against client expectations, and ensure quality before presenting the candidate.
Who SalesFirst Recruiting Is Seeking for Auror.co
Enterprise B2B SaaS account managers, strategic account managers, account directors, or customer growth leaders in the United States who are fluent in English and Spanish, have managed $1M+ enterprise accounts, owned renewals and expansion revenue, worked with long-cycle multi-year SaaS contracts, and ideally have experience selling into retail, asset protection, loss prevention, security technology, CCTV/video, public safety, fraud, or risk management environments.
Candidate Scorecard
Core Evaluation
Does the candidate’s career progression show a logical and consistent sales leadership trajectory?
Has the candidate demonstrated meaningful promotions or expanded scope over time?
Does the candidate have sustained tenure in sales environments relevant to this role?
Does the candidate have sustained tenure specifically in sales management or team leadership roles?
Does the candidate show reasonable stability across companies without frequent short tenures?
Role-Specific Fit
Has the candidate managed true enterprise accounts, not just SMB or mid-market customers?
Has the candidate owned strategic accounts with approximately $1M+ ARR, ACV, or comparable commercial value?
Has the candidate carried responsibility for renewals, retention, expansion, upsell, or cross-sell outcomes?
Has the candidate successfully grown revenue within existing accounts?
Has the candidate built strategic account plans, expansion roadmaps, or whitespace plans?
Has the candidate worked in a land-and-expand sales model or post-sale commercial growth environment?
Has the candidate negotiated SaaS renewals, expansions, or multi-year commercial agreements?
Has the candidate managed long-cycle enterprise agreements or multi-year contract lifecycles?
Has the candidate demonstrated commercial rigor through quota achievement, forecast discipline, pipeline hygiene, or measurable revenue outcomes?
Has the candidate sold using ROI, business impact, or value-based business cases?
Has the candidate sold to, managed, or influenced VP, SVP, C-level, or other senior executive stakeholders?
Has the candidate multi-threaded across executive sponsors, economic buyers, procurement, operations, IT, legal, finance, or other enterprise stakeholders?
Does the candidate demonstrate executive presence and the ability to influence senior-level customer stakeholders?
Does the candidate have B2B SaaS or enterprise software experience, preferably with a technical or complex product?
Has the candidate sold or managed complex technology platforms and communicated both technical and business value effectively?
Has the candidate worked with retail, retail technology, asset protection, loss prevention, fraud, risk, security, public safety, or adjacent industries?
Has the candidate managed customers with large distributed footprints, such as national retailers, multi-location enterprises, or large operating networks?
Is the candidate professionally fluent in both English and Spanish?
Has the candidate used Spanish in a commercial, customer-facing, sales, account management, or executive stakeholder environment, ideally with LATAM markets, Mexico, Chile, or Spanish-speaking business stakeholders?
Has the candidate shown enough tenure in prior roles to see enterprise accounts through contract, renewal, and expansion cycles?
Example Job Description
THE COMPANY
Our client is a fast-growing technology company helping major retailers reduce theft, organized retail crime, and safety risks across large store networks. Their platform gives enterprise retail teams better visibility into incidents, repeat patterns, investigations, and collaboration with public safety partners. The company has grown internationally and works with some of the largest retail organizations in the world.
This is a mission-driven environment where the work has a direct impact on retailers, employees, customers, and communities. The company is scaling thoughtfully, investing in its North American business, and building a high-performing commercial team focused on long-term customer value.
THE JOB
Our client is hiring an Enterprise Account Manager to manage and grow a small portfolio of strategic Tier 1 retail accounts. This is a post-sale commercial growth role focused on renewals, expansion, retention, and long-term customer partnership. This is not a traditional relationship-only account management position. The right person will bring true enterprise sales discipline and will be comfortable owning commercial strategy across large, complex customers. You will manage approximately 3–5 enterprise accounts, build expansion plans, identify whitespace, lead renewal conversations, and partner closely with internal teams to make sure customers are receiving measurable value.
The role is remote within the United States, with Denver as the company’s North American hub. Candidates near Denver may work hybrid, while candidates outside Denver may work remotely. Travel is expected up to 30% and may include customer visits, trade shows, conferences, internal team meetings, and occasional international travel connected to Spanish-speaking customer relationships.
Key Responsibilities
Own commercial growth across a portfolio of strategic enterprise retail accounts.
Lead renewals, retention strategy, upsell, cross-sell, and expansion opportunities.
Build 12–24 month account plans tied to customer goals, business priorities, and measurable value.
Manage complex stakeholder maps across executive sponsors, economic buyers, operations leaders, asset protection leaders, procurement, and other customer stakeholders.
Develop business cases that connect platform value to customer outcomes, ROI, and long-term partnership opportunities.
Negotiate renewal and expansion agreements, including multi-year SaaS contracts.
Partner with Customer Success, Product, Marketing, and internal commercial teams to support customer growth and long-term value realization.
Maintain accurate pipeline, forecasting, and account information in Salesforce and related sales tools.
Represent the company professionally with senior retail executives and industry stakeholders.
Travel as needed for customer meetings, internal team events, conferences, and trade shows.
THE QUALIFICATIONS
Fluency in both English and Spanish is required.
Experience using Spanish in a commercial, customer-facing, sales, account management, or executive stakeholder environment is strongly preferred.
Enterprise B2B SaaS experience is required.
Proven success managing large enterprise customers, ideally with accounts around or above $1M ARR.
Experience owning renewals, retention, expansion, upsell, cross-sell, or post-sale commercial revenue growth.
Strong understanding of long-cycle enterprise sales environments and multi-year contract structures.
Ability to manage complex stakeholder maps and influence senior decision-makers.
Strong commercial acumen, negotiation ability, and executive presence.
Experience building account plans, expansion roadmaps, business cases, and ROI-driven customer strategies.
High level of organization and pipeline discipline.
Ability to operate independently in a high-growth environment without heavy hand-holding.
Willingness to travel up to 30%.
Experience in retail technology, asset protection, loss prevention, security technology, CCTV/video, public safety, fraud, or risk management is a plus.
Experience selling or managing customer relationships in LATAM, Mexico, Chile, or other Spanish-speaking markets is a plus.
THE BENEFITS
Base salary range: $130,000–$155,000.
Compensation structure: 60/40 split with uncapped earning opportunity.
Equity / employee share opportunity.
Remote flexibility, with Denver office access for local candidates.
Shorter work weeks with Friday afternoons off at full pay.
Medical, dental, and vision coverage, with individual health insurance covered at 100%.
Paid parental leave.
Wellness support, including wellness days and reimbursement for expert sessions.
Professional development support for courses, conferences, and events.
Regular team lunches and social events, typically during work hours.
Opportunity to join a mission-driven technology company working on a major global retail and public safety problem.
Pricing & Terms
Not all direct hire searches need the same structure to succeed. That is why we offer three clearly defined options: Core, Strategic, and Executive. The price stays the same across all three. What changes is how the search is run. Each option is designed around the realities of the role, including how mission-critical the hire is, how long it takes to properly evaluate success, and how closely we need to work together to get it right.
CORE SEARCH
Core Search is designed for roles where activity, pipeline development, and execution provide early signals of success. Core Search works best for individual contributor roles with clear responsibilities and defined success metrics, where the market is active and hiring decisions can be made without extended evaluation cycles.
Price: 25% of guaranteed income
Down Payment: None required
Exclusivity: None required
Guarantee: 90 days with 100% account credit, with the option for a pro-rated cash refund
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Common Core Search roles include Account Executives, Sales Representatives, SDRs and BDRs, Marketing Coordinators, Marketing Specialists, Customer Success Managers, Account Managers, and other execution-focused positions.
With Core Search, the fee is only earned when you hire a candidate we introduce. Roughly 85% of our searches are Core.
STRATEGIC SEARCH
Strategic Search is built for roles where the candidate’s impact is significant and success cannot be fully evaluated in the first 90 days. These positions influence outcomes through judgment, execution quality, technical authority, and cross-functional leadership rather than pure activity or volume.
Price: 25% of guaranteed income
Down Payment: 30% of estimated fee
Exclusivity: Recommended, but not required
Guarantee: 180 days with 100% account credit, with the option for a pro-rated cash refund
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Strategic Search is commonly used for Sales Leaders, Marketing Leaders, Customer Success Leaders, revenue-owning specialists, and other high-impact roles where decision quality, alignment, and influence matter more than short-term output.
Strategic Search includes a defined delivery commitment, with a custom number of qualified candidates presented within an agreed-upon timeframe.
Strategic Search balances flexibility with seriousness and is the right fit when the hire carries meaningful business risk and requires a longer evaluation window than a Core Search can reasonably support.
EXECUTIVE SEARCH
Executive Search is reserved for company-shaping leadership roles where long-term impact, strategy, and cultural alignment are critical. These hires influence the direction of the business, not just near-term results, and success cannot be meaningfully evaluated in a short window.
Price: 25% of guaranteed income
Down Payment: 30% of estimated fee
Exclusivity: Required
Guarantee: 365 days with 100% account credit, with the option for a pro-rated cash refund
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Executive Search is most commonly used for executive leadership roles such as CEOs, Chief Revenue Officers, Chief Marketing Officers, other C-suite leaders, sales executives, marketing executives, general managers, and senior leaders where alignment, judgment, and long-term effectiveness are paramount.
This model includes a defined delivery commitment, with a custom number of candidates presented within a specific timeline.
Executive Search is designed for deliberate, thorough vetting when the cost of getting the hire wrong is high and long-term success matters most. This search structure elevates SalesFirst from a recruiting vendor to a true hiring partner, with shared ownership of the outcome. Executive Search shifts the relationship from resume provider to decision partner. We are paid on any hire into the role, regardless of source, because our responsibility is not simply to introduce candidates but to ensure the right hire is made. Whether the strongest solution is external, internal, or uncovered through recalibration of expectations, we are accountable for the outcome. Payment is tied to the decision itself, creating full alignment, transparency, and shared ownership throughout the search.
And that’s why the guarantee is a full year.