7-day Sales Hires

for fast-growing digital businesses

Replace 100's Of Interviews With A 7-Day Shortlist.

Tired of ineffective sales reps wasting your leads? Hire proven performers ready to drive revenue on day one—or you don't pay.

Book Demo

< 7 day turnaround

500+ placements

no cure, no pay

Juan Moreno

Managing Partner

NassauStreet

"DealFuel absolutely delivered. They found people who had worked at massive banks and placed them in my organization, while still having that killer salesperson attitude I was looking for."

Trusted by high-performance sales teams.

Dear Fellow Business Owner,

Every month, somewhere in America, a successful business owner makes the same devastating mistake.

They need to hire a salesperson.

So they do what every "smart" founder does:

They post on LinkedIn. Crawl job boards. And interview dozens of candidates.

A month later, they hire someone who looks great on paper.

Great interview. Flawless answers. High-energy.

6 months later, they end up firing them again.

Because the new hire typically spends weeks "getting up to speed" — learning the product, understanding the market, figuring out the CRM.

…Meanwhile, hot leads are going cold waiting for follow-up calls.

Month 2 brings the first warning signs. Deals stuck in "proposal sent" limbo. Demos that somehow never led to closes. Objections that stumped them.

Month 3, the excuses start: "These leads aren't qualified." "The pricing is too high. Maybe we need to change the messaging."

By month 4, you realize the truth…

Dear Fellow Business Owner,

Every month, somewhere in America, a successful business owner makes the same devastating mistake.

They need to hire a salesperson.

So they do what every "smart" founder does:

They post on LinkedIn. Crawl job boards. And interview dozens of candidates.

A month later, they hire someone who looks great on paper.

Great interview. Flawless answers. High-energy.

6 months later, they end up firing them again.

Because the new hire typically spends weeks "getting up to speed" — learning the product, understanding the market, figuring out the CRM.

…Meanwhile, hot leads are going cold waiting for follow-up calls.

Month 2 brings the first warning signs. Deals stuck in "proposal sent" limbo. Demos that somehow never led to closes. Objections that stumped them.

Month 3, the excuses start: "These leads aren't qualified." "The pricing is too high. Maybe we need to change the messaging."

By month 4, you realize the truth…

This person fundamentally cannot sell your product.

But you wait a bit longer, hoping they "figure it out"— because starting over feels impossible on top of all the other fires you have to put out.

The real cost of this isn’t just the salary you pay them. It’s every lead they handled wrong. Every prospect they confused. Every deal they fumbled that could have closed.

But you wait a bit longer, hoping they "figure it out"— because starting over feels impossible on top of all the other fires you have to put out.

The real cost of this isn’t just the salary you pay them. It’s every lead they handled wrong. Every prospect they confused. Every deal they fumbled that could have closed.

Why The Best Sales Reps Don't Apply To Your Job Posts

The sales reps who apply to your job postings are, by default, not the ones you actually want to hire.

Because if someone is crushing their quota, making $200k+, and building valuable client relationships in their current role... Why would they be scrolling job boards?

They wouldn't.

The only people actively applying to sales jobs are:

The sales reps who apply to your job postings are, by default, not the ones you actually want to hire.

Because if someone is crushing it, making $200k+, and building valuable client relationships in their current role... Why would they be scrolling job boards?

They wouldn't.

The only reps actively applying to jobs are:

✗ The ones who are unemployed (major red flag)

✗ The ones who are underperforming and looking to escape (red flag)

✗ The ones who are desperate for opportunity (red flag)

✗ The ones who are new and unproven (not what you need)

✗ The ones who are unemployed (major red flag)

✗ The ones who are underperforming and looking to escape (red flag)

✗ The ones who are desperate for opportunity (red flag)

✗ The ones who are new and unproven (not what you need)

Meanwhile, the reps you want — the ones who could 10x your revenue — are employed, hitting their targets, and completely invisible to traditional hiring methods.

They're not on job boards. They don't respond to LinkedIn recruiters. They're not browsing Indeed at 2 AM.

The only way to access them is through relationships, referrals, and strategic scouting.

That's exactly what DealFuel provides.

Meanwhile, the reps you want — the ones who could 10x your revenue — are employed, hitting their targets, and completely invisible to traditional hiring methods.

They're not on job boards. They don't respond to LinkedIn recruiters. They're not browsing Indeed at 2 AM.

The only way to access them is through relationships, referrals, and strategic scouting.

That's exactly what DealFuel provides.

The "Pay-To-Play" System That Changes Everything

Here's how DealFuel works differently than every other hiring method you've ever seen:

We exclusively draw talent from our private, pay-to-play sales talent network where only top 5% performers get in.

They can't submit a resume. They can't send a LinkedIn message. They can't fill out an application.

They have to put skin in the game.

Every single person in their network has paid their own money to join our network, and all they get in exchange is the opportunity to be shortlisted for roles that match their specs.

There's no training, courses, coaching, guarantees, or anything of the sort involved.

This instantly filters out 98% of rent-seekers and tire-kickers, because the only reps who would pay to compete for roles - are the ones actually confident in their ability to land one.

Here's how DealFuel works differently than every other hiring method you've ever seen:

We exclusively draw talent from our private, pay-to-play sales talent network where only top 5% performers get in.

They can't submit a resume. They can't send a LinkedIn message. They can't fill out an application.

They have to put skin in the game.

Every single person in their network has paid their own money to join our network, and all they get in exchange is the opportunity to be shortlisted for roles that match their specs.

There's no training, courses, coaching, guarantees, or anything of the sort involved.

This instantly filters out 98% of rent-seekers and tire-kickers, because the only reps who would pay to compete for roles - are the ones actually confident in their ability to land one.

How To Replace 100's Of Interviews With A "7-Day Shortlist"

"Okay, so they claim to have access to great talent. That's fine. But I need someone NOW. I can't wait months for the perfect hire."

Since we have already cultivated a private talent pool of 1,500+ top reps, we don't need to spend weeks sourcing candidates.

The candidates are already lined up. They're just waiting for the right opportunity.

Here's our exact process:

Day 1: You tell us exactly what you're looking for — industry experience, deal size, sales cycle, culture fit, tech stack, everything.

Day 2-3: We run an initial matching algorithm on our database and identify 4-10 reps who match your exact profile. Not generic matches — highly specific ones.

Day 4-5: We reach out to these candidates, confirm interest and availability, and conduct preliminary interviews.

Day 6: You receive a shortlist with detailed profiles, salary expectations, and coordinated interview times.

Day 7: Interview top picks and make an offer.

That's it.

The speed comes from preparation, not corner-cutting.

We're not frantically posting jobs and hoping for responses. We're strategically selecting from a curated talent pool we've spent years— and boatloads of money—cultivating.

It's like digging for rough diamonds versus shopping at Tiffany.

"Okay, so they claim to have access to great talent. That's fine. But I need someone NOW. I can't wait months for the perfect hire."

Since we have already cultivated a private talent pool of 1,500+ top reps, we don't need to spend weeks sourcing candidates.

The candidates are already lined up. They're just waiting for the right opportunity.

Here's our exact process:

Day 1: You tell us exactly what you're looking for — industry experience, deal size, sales cycle, culture fit, tech stack, everything.

Day 2-3: We run an initial matching algorithm on our database and identify 4-10 reps who match your exact profile. Not generic matches — highly specific ones.

Day 4-5: We reach out to these candidates, confirm interest and availability, and conduct preliminary interviews.

Day 6: You receive a shortlist with detailed profiles, salary expectations, and coordinated interview times.

Day 7: Interview top picks and make an offer.

That's it.

The speed comes from preparation, not corner-cutting.

We're not frantically posting jobs and hoping for responses. We're strategically selecting from a curated talent pool we've spent years— and boatloads of money—cultivating.

It's like digging for rough diamonds versus shopping at Tiffany.

The "3 Outcome" Guarantee That Takes off All Your Risk.

One of the root issues with traditional recruitment is the lack of accountability.

If a hire doesn't work out, they'll tell you: "Well, we provided qualified candidates. If it didn't work out, that's on you, not us."

Instead, DealFuel offers a clearcut, no-fluff, no-games guarantee.

Outcome 1: You hire your dream sales rep.

You hire one of the reps from our shortlist and they work out exactly as you expected.

In that case, you saved yourself months of time, thousands of dollars, and know you finally have a hiring partner you can bank on.

Outcome 2: Your hire doesn't work out.

You hire one of the reps from our shortlist. They looked good on paper. Crushed their interview. But don't end up performing the way you expected them to.

In that case, we will replace them completely for free — for up to 45 days.

Outcome 3: We can't source your dream rep.

In the unlikely scenario we can't find your ideal candidate, you will get a FULL refund.

We're so confident in our vetting process that we'll eat the entire cost of a failed placement.

The reason we structure our guarantee this way is to show we're not looking to make a quick buck. Our business thrives on long-term partners who hire not just one, but a hundred sales reps from us across a decade.

One of the root issues with traditional recruitment is the lack of accountability.

If a hire doesn't work out, they'll tell you: "Well, we provided qualified candidates. If it didn't work out, that's on you, not us."

Instead, DealFuel offers a clearcut, no-fluff, no-games guarantee.

Outcome 1: You hire your dream sales rep.

You hire one of the reps from our shortlist and they work out exactly as you expected.

In that case, you saved yourself months of time, thousands of dollars, and know you finally have a hiring partner you can bank on.

Outcome 2: Your hire doesn't work out.

You hire one of the reps from our shortlist. They looked good on paper. Crushed their interview. But don't end up performing the way you expected them to.

In that case, we will replace them completely for free — for up to 45 days.

Outcome 3: We can't source your dream rep.

In the unlikely scenario we can't find your ideal candidate, you will get a FULL refund.

We're so confident in our vetting process that we'll eat the entire cost of a failed placement.

We only want to win if you win.

What $60M In Monthly Added Revenue Says About Sales Hiring

DealFuel has now facilitated over $60 million in monthly added revenue across 500+ placements.

That's $60M worth of data about what actually works in sales hiring.

And one of the biggest takeaways we've learned is this:

The #1 predictor of sales success isn't experience, charisma, or interview performance.

It's current performance at a similar company, in a similar industry, with a similar product or service.

Someone who's crushing $25k ACV B2B SaaS will likely crush your $25k ACV B2B SaaS.

Someone who's exceeding targets in high-ticket coaching will likely exceed targets in your coaching business.

The patterns are remarkably consistent across industries.

This is why our matching process works so well:

We don't just match skills — we match proven success patterns. When we recommend someone for your role, it's because they've already succeeded at similar ones.

So you're not hiring potential. You're buying precision.

DealFuel has now facilitated over $60 million in monthly added revenue across 500+ placements.

That's $60M worth of data about what actually works in sales hiring.

And one of the biggest takeaways we've learned is this:

The #1 predictor of sales success isn't experience, charisma, or interview performance.

It's current performance at a similar company, in a similar industry, with a similar product or service.

Someone who's crushing $25k ACV B2B SaaS will likely crush your $25k ACV B2B SaaS.

Someone who's exceeding targets in high-ticket coaching will likely exceed targets in your coaching business.

The patterns are remarkably consistent across industries.

This is why our matching process works so well:

We don't just match skills — we match proven success patterns. When we recommend someone for your role, it's because they've already succeeded at similar ones.

So you're not hiring potential. You're buying precision.

The "Network Effect" That Compounds Over Time

Every successful placement makes our network stronger.

Here's the flywheel:

Successful placements become references → Top performers want to join a network with other top performers → Quality of available talent increases → Success rate of future placements improves → More successful companies want to hire through the network → Network becomes more exclusive and attractive.

The result? The longer we operate, the better the candidates become.

It's like compound interest, but for talent quality.

And as a business owner, you benefit from all that accumulated network effect and social proof.

Every successful placement makes our network stronger.

Here's the flywheel:

The result? The longer we operate, the better the candidates become.

It's like compound interest, but for talent quality.

And as a business owner, you benefit from all that accumulated network effect and social proof.

Why This Only Works At Scale (And You Can't Do It Yourself)

"Why can't I just build my own network of top sales reps?"

It's a noble pursuit. But what it would take is:

Years of relationship building with hundreds of sales professionals across dozens of industries.

Constant market research to track who's performing well at which companies.

Systematic outreach and nurturing to keep top performers engaged and updated on opportunities.

Deep expertise in sales role requirements across different business models, deal sizes, and sales cycles.

Credibility and reputation that makes top performers want to take your calls.

Full-time dedicated resources to manage relationships, conduct pre-screening, and coordinate placements.

Oh… and you'd need to do this while running your actual business.

We've spent years cultivating our network and have a team of 16 that's meticulously trained on just one thing — matching the right sales rep, to the right role.

We've invested hundreds of thousands in technology, relationships, and processes.

We've made 500+ placements to understand what works and what doesn't.

It'd be extremely challenging to match even a fraction of our precision and speed.