Stop drowning in unqualified resumes. I vet the market, filter the noise, and send you the 2–4 strongest candidates for your role. High-ticket sales talent for coaching, consulting, and e-learning offers.
Hey, what's going on? Zach Brown here, and if you are an online coach or an agency and you've been in here for any length of time, you've probably figured out that this high-ticket world is a freaking casino. At least I call it that. Trying to build a sales team can often feel like a never-ending rigged game of roulette. Nobody's having any fun.
But while I have not figured out how to fix the industry volatility, I have figured out how to help founders and sales managers, hopefully like yourself, build and grow sales teams without having to gamble away all of your chips every time you hire.
Now, up until now, I've built this entire recruiting business 100% word of mouth. Over the last five years, I've helped 300 founders staff more than 1,100 reps and client success personnel.
And the quick down and dirty of how I work and what makes me a little bit different, the cost, all that, is first of all, when it comes to size, I am a solo operator, and when you hire me, you get me. You don't get passed off to a junior recruiter or a VA in the Philippines or plugged into some, like, generic keyword matching system.
I personally handle all of the sourcing, communication, the screening myself, and nobody gets in front of you unless I say so. And because I handle all of the work myself, I am very much neck deep in the trenches, which has allowed me to develop a very well-rounded and, dare I say, near bulletproof intuition that's built, sharpened by sizing up thousands of candidates over the last five years.
And after, like I said, 1,100 hires, that pattern recognition is basically muscle memory at this point, and you will feel that when you meet candidates that I introduce to you. So now, I don't rely just on gut, if you will. I do have custom tools to check logistical, technical math, which does help me, even being a solo operator, to move a lot faster without missing any of the small details.
Ultimately, I'm really after not just who looks good on paper, but who are you going to like and get along with, because that's going to make all the difference and help with reducing the likelihood of churn. So simply put, you tell me what you're looking for, I go out to the marketplace, I find it, drop it in your lap.
Now, as far as cost goes, it's $4,000 for setters, closers, and CSMs, $5,000 for sales managers. And the key here is that you only pay after you hire and if you hire. So I don't do retainers, no rev share, there's nothing due up front, and I'm not holding your card on file either.
So standard placements come with 30 days of a replacement window coverage. Managers is 45. So if the hire doesn't work out and the terms are all met, I'll run another search, no additional placement fee is due, up to three times, which I've only ever had one company hit, and you can imagine how much of a dumpster fire that company was.
Now, if you want longer replacement windows, you can do that. It's an additional 1K for every 30 days you want to add. Totally up to you, though, not required.
Now, the only thing I do ask of you, Mr. Business Owner, is that the opportunity that I recruit for on your behalf is the same opportunity that the candidate ends up walking into, that expectations match reality. Yes, I do work for you, but great recruiting also cares about what the rep themselves gets out of the deal. And trust me, you want somebody that is getting what they want out of working with you as well.
Now, at the end of the day, if you want, like, savage super closers to come save your business, guarantee you millions of dollars, there are plenty of agencies out there who will happily take your money and sell you that dream. But if you want reality, solid, vetted, cultural fits found by an expert with a truckload of at-bats, doing the actual work himself, someone who looks out for both your side and the candidate side and represents your business like it is my own. Click the link. I'll look at your offer, see if I can help. If I can, we'll get to work. That's all I got. Cheers and God bless.
Placement and founder totals mentioned in this video are across Zach Brown's recruiting career, including work through Sales Pipeline Pros and three prior agencies.
Account Executives
Experienced high-ticket closers who can convert qualified leads into revenue on sales calls.
SDRs
Appointment setters to qualify prospects, book calls, and follow up before the appointment.
CSM / Account Managers
Client success professionals to handle onboarding, account relationships, renewals, and expansion opportunities.
Team Leaders
Operators who can build, train, and manage remote sales teams at scale.
1,100+ placements. 300+ founders. Five years of reading people for a living. Totals are across my recruiting career, including prior agencies.
I'm Zach Brown, and I run Sales Pipeline Pros. I recruit remote high-ticket sales talent for online businesses — coaching, consulting, courses, e-learning, and agency offers. I've been in this niche long enough to know who's real and who's not.
I've helped 300+ founders make 1,100+ placements across Sales Pipeline Pros and my work with three other agencies. Those at-bats help me spot a possible fit. They don't tell me the future. I use AI tools to move faster and catch details, but the decisions, the judgment, and the relationships are always human.
My business runs on The Autonomy Code: know your stuff, tell the truth, and let buyers buy how they want. No pressure, no manipulation, no gotchas. I treat candidates like humans and companies like adults. Other recruiters in this space regularly ask me to help fill their roles — I have the screenshots to prove it.
Closers are like a clan — you do right by one, you do right by them all. That kind of trust can't be manufactured.
Every paying client has paid after a hire through me—I've never been paid for a hire I didn't make. My standard terms are no upfront recruiting fee. You pay when a hire happens under our agreement, not after a successful trial.
I don't charge candidates for jobs. You get who you want, not who's next in line to get placed. I'm obligated to help you find the right fit — because they're the right fit.
I operate alone. No big team, no fancy overhead you're paying for. I bolt onto your hiring process with ease and simplicity. You deal with me — not a revolving door of junior account managers.
I can tell you how your role stacks up against the rest of the marketplace — comp, structure, lead flow — so you stay ahead of competition and avoid losing talent to better offers.
Not hiring right now? I can keep the search open at no charge. When you're ready, I'll check who's still interested and available. Keeping a network warm isn't the same as having people on standby.
Share your role details, comp structure, and lead flow. I need the truth to find the right fit.
I tap my referral network, review dozens of Looms, resumes, and track records, and filter out anyone who isn't a serious fit. You only see the 2–4 strongest candidates — never the noise.
You make the final call. I don't force a process — I send talent, you decide. Pay only after you hire. And if you're not ready yet, the pool stays open at no cost.
No upfront fees; you pay after you hire.
$4,000
per placement
30-day replacement window included
$5,000
per placement
45-day replacement window included
Each additional $1,000 adds 30 days to your role's replacement window. You can purchase as many extensions as you want.
"Zach Brown is an absolute weapon. I came to him needing a high-quality setter fast, and he delivered in less than a week. No fluff, no delays, no excuses — just results. His communication was bar none the best I've experienced in this space."
"Zach Brown is a consummate professional. He listened carefully, understood exactly who we were looking for, and found the right fit."
"Zach is simply the best. Made the entire process seamless. As a closer, it can be hard to know if the offer you are looking at is legit, but Zach ensures you have the information and he's connected to tremendous offers that you know are legit."
"Zach is the best source of top sales reps I've found. For context, I've recruited hundreds of sales reps across dozens of companies."
"Within 2 weeks of getting into Zach's pipeline I was able to land a role on a real proven business that was compatible with my goals and personality. Going into the new year I am grateful for this match."
"Zach helped me land my dream role, and I'm so grateful. He is professional and enthusiastic, so the entire experience of working with him is very enjoyable. It's hard to know who to trust in the high ticket space, and I trust Zach completely."
"I was able to find placement at a great company that's a perfect fit for me. They got 700 applications and I got one of 2 openings and I believe it's significantly because I was referred by Sales Pipeline Pros."
"ABSOLUTELY OUT OF THIS WORLD!!! Straight to the point instructions & hella support. Got my first offer (dream offer) in less than a week!"
25 clients have hired 3+ times
Sales Pipeline Pros is a recruiting and staffing agency run solely by me, Zach Brown. I provide search, sourcing, vetting, and placement services for high-ticket sales organizations looking to add setters, closers, client success reps (CSMs), and sales managers to their teams. Flat, transparent pricing — no upfront fees, no retainer, no card on file. You only pay after you hire.
I can't guarantee what someone will do once they're in your business. What I offer is replacement coverage under our agreement, not a guarantee of performance. The standard window is 30 calendar days for setters, closers, and client success hires, or 45 for sales managers. Every window starts on the Hire Date defined in the agreement, which can be before the first day of work. Each replacement hire gets its own window. If a hire leaves or you let them go, send me written notice with the details and supporting documentation before their window ends. If the agreement's conditions are met, I'll run another search at no additional placement fee, up to three replacement searches per role. These aren't credits you can put toward unrelated future hires. You'll also need to request the replacement search in writing and complete any required intake steps within six months of the Hire Date that created that replacement right. Payment and the agreement's other eligibility rules still apply.
I don't compete on price — I compete on efficiency. I work solo. No junior recruiters, no bloated account management teams, and no expensive office overhead. You aren't paying for a massive agency's marketing budget; you're paying purely for my eye for talent and my direct network. Low overhead lets me offer flat, transparent pricing. You work directly with me from the search through the hire.
2-4 is usually all that's needed. I'd rather send you 3 strong candidates than 15 mediocre ones. If a fit isn't there, I keep sourcing until you hire — no extra charge.
Instead of starting and stopping every time you need a new rep, I can build you a Warm Bench — a short list of vetted candidates who are already interested in your company. You can review them anytime, at no cost, and decide if you even want to talk to them. It keeps the conversation open. Interest and availability can change, so I check again when you're ready to hire.
Through nearly five years of building relationships in remote sales. Before launching Sales Pipeline Pros, I worked with three other recruiting agencies. I find people through referrals, past placements, private sales communities, and direct outreach to experienced reps who aren't publicly job-hunting.
Never. No coaching programs, upsells, or double-dipping on placements. You'll never pay for a rep who's also paying me. I think that's dishonest and a conflict of interest. When you work with me, you know exactly where the incentives are.
Most companies hire within 7-10 days of engagement. If the right fit takes longer, I stay on until it's filled — no extra charge.
Yes, I accept approved crypto payments. Check the asset, network, and payment instructions with me before sending anything. The payment needs to cover the invoice's USD value at the time you send it. The client bears any volatility and network-fee risk.
Historical market report
· 273 companies
What did the companies in this study report about rep earnings, close rates, and tenure? This is a historical snapshot of data from 2023–2026, not a live market benchmark.
Read the numbers in context: tenure at the time of the study isn't a new hire's chance of staying, and a link between base pay and tenure doesn't prove that one caused the other.
Read the Historical ReportGreat Interview. Bad Hire.
Interviews help you decide who's worth trying. Paid, real work helps validate that decision. This playbook walks through what to look for and what your business needs to provide.
No pitch decks. No pressure. Just a straight conversation about what you need and whether I'm the right fit.
Book a 30-Min Call