SaaS recruitment agency for software product companies

GoodSpace Hire360 is a SaaS recruitment agency for software product companies hiring sales development representatives, business development managers, product marketers, product managers and engineers. Recruiters run each search, AI helps assess applications against your brief, and our fee is a success fee, paid when your hire joins.

How a search runs

Our SaaS work so far

69% of the SaaS roles we have taken on are budgeted at Rs 15 L or more

Hire360 mandates approved since October 2025, as of 27 October 2026.

Recruiting sales and product teams for SaaS

A SaaS sales brief should describe how the product is sold; a product or engineering brief should explain what the hire will own. We recruit permanent sales, marketing, product and engineering roles for software companies.

For sales, specify deal size, buyer, sales cycle and whether the role builds pipeline or closes deals.
For product and engineering, describe the stage, stack and scope of ownership.

SaaS roles we recruit for

Our SaaS searches lean towards go-to-market roles, with product and engineering roles alongside. Each title below has come to us from a software company.

Sales and business development

Sales Development Representative
Business Development Manager
Senior Business Development Manager

As a software sales recruitment agency, we look for evidence of pipeline built and deals closed in a sales motion like yours, not only claimed quota attainment.

Marketing

Product Marketing Manager
Performance Marketing Specialist
Head of Marketing

We look for marketers who can tie their work to pipeline or sign-ups, whether through positioning, paid acquisition or a full demand plan.

Product and engineering

Product Manager
Frontend Engineer
Senior Backend Engineer

We look for people who have shipped and run features in a live product with paying customers, not only project delivery.

Why SaaS roles are hard to fill

Sales experience that fits your motion

A seller who closes large enterprise contracts over long cycles is a different hire from someone who runs a fast, high-volume inbound funnel. In SaaS sales recruitment, titles hide this. SDR and BDM roles mean different things at different companies, and a CV rarely shows deal size, cycle length or whether the person sold to Indian or overseas buyers.

How we handle it: Your brief records deal size, sales cycle, motion and the market sold to. AI helps assess applications against those points. Recruiters review profiles and hand-pick the shortlist, looking at quota history and the kind of deals each person has closed.

Product marketing means different jobs

Product marketing is defined differently at almost every SaaS company. Some teams mean launches and positioning. Others mean sales enablement and competitor work, and elsewhere the role quietly takes in the website and content. Hiring for the wrong version gives you a capable person in the wrong job, and the mismatch tends to surface only after their first launch.

How we handle it: We ask which of these the role owns, who it reports to and how success is judged. Recruiters then look for evidence of that exact work, such as positioning, launch plans or enablement material, rather than relying on a matching title.

Engineers who have owned a product

Software product companies compete with funded startups and global capability centres for the same backend and frontend engineers. Many strong candidates have spent their careers in services delivery. That is real experience, but it differs from owning a feature in a live, multi-tenant product where releases and uptime are your problem. In-house SaaS talent acquisition teams often struggle to separate these profiles on a CV.

How we handle it: Your brief separates must-haves, such as stack, scale and product ownership, from what a good engineer can learn on the job. AI helps assess applications against that split, and recruiters review profiles and hand-pick the shortlist.

What we ask for in a SaaS brief

A SaaS job description rarely says how the role sells or what the product runs on. We confirm these points before the role goes live, so recruiters can assess applicants against the brief with AI assistance.

Deal size and sales motionTypical contract value, cycle length, and whether the role works inbound, outbound, partner-led or product-led deals.
Market and buyerWhether the hire sells to India, the US or global markets, which buyer they face, and the working hours the role keeps.
Quota and rampHow the target is set and measured, the ramp you allow a new hire, and the pipeline they inherit.
Pay structureThe fixed and variable split, any ESOPs, and the budget band you have approved for the role.
Product and stackFor product and engineering roles: the stack, the product's stage and scale, and the decisions the hire will own.

How a Hire360 search runs

Recruiters run the search with AI-assisted assessment. One client success manager owns your role from brief to joining day.

Step 1 · You and your client success manager
Brief
A call about the role, then a short questionnaire on budget, notice period, location, target companies and urgency.
Step 2 · GoodSpace
Review and go-live
We review every brief before we accept it, and we say so when a role is not a fit for us.
Step 3 · Recruiters
Sourcing
Your role opens to candidates on GoodSpace, and our recruiters search for people who match the brief.
Step 4 · AI and recruiters
Scoring and shortlisting
AI-assisted assessment supports recruiter review. Recruiters evaluate applications against your brief and hand-pick the shortlist.
Step 5 · You
Interviews
Your client success manager shares each shortlist, collects your feedback and coordinates interview slots.
Step 6 · Your client success manager
Offer and joining
We help you close the offer and stay in touch with your candidate until their first day.

One fee, paid when your hire joins

Success fee onlyYou pay when your hire joins. Nothing is payable while the search runs.
No platform fee, no retainerThere is no upfront fee. The success fee is payable when your hire joins.
Replacement termsAny replacement terms are set out in your agreement before the search starts.

See how pricing works

Where we hire for SaaS companies

Our SaaS searches cluster in Bengaluru, then Mumbai and Delhi NCR. Remote roles are briefed with the hours and location limits the hire must work within.

Bengaluru
Mumbai
Delhi NCR
Remote, across India

SaaS and software products hiring: common questions

How do you charge for SaaS hires?

SaaS searches are charged the same way as every Hire360 search: a success fee, paid when your hire joins. There is no platform fee and no retainer, so nothing is invoiced while a sales, marketing or engineering role is still open. The agreement sets out the commercial terms, including any replacement terms, before the search starts.

Which SaaS roles do you recruit for?

Sales and business development is our largest SaaS family: sales development representatives, business development managers and senior business development managers. We also recruit product marketing managers, performance marketing specialists and heads of marketing, plus product managers, frontend engineers and senior backend engineers. If your role is not listed here, such as customer success, describe it in your brief and we will tell you plainly whether we can run the search well.

Which cities do you cover for SaaS hiring?

Bengaluru has the largest share of our SaaS searches, with Mumbai and Delhi NCR next. We also run remote roles for software companies hiring across India. For a remote seller or engineer, the brief should state working hours, any travel and any state you need the person in for payroll. For office roles, tell us how often the hire must be on site, so the shortlist only holds people who can commute.

How soon will you send SaaS profiles?

Your brief is reviewed first, then the role goes live. Recruiters source candidates, AI helps assess applications against your brief, and recruiters review profiles and hand-pick the shortlist, which appears in your GoodSpace dashboard. Shortlist timing depends on the brief and the available talent pool. Narrow SaaS roles, such as product marketing in a specialist category, can take longer, and your client success manager will tell you where the market is thin.

Do you work as SaaS headhunters for leadership roles?

Yes. In SaaS we have taken on senior roles such as Head of Marketing, and a search can be run confidentially when you are replacing someone. Senior searches run across every sector we cover. About 1 in 8 of the roles we take on are Head, Director, VP or CXO level. For SaaS executive search, tell us the company's stage, the team the leader will inherit and who they report to, because those shape the shortlist more than the title does.

How is SaaS hiring different from IT services hiring?

IT services hiring is mostly about delivery: engineers placed on client projects and hired against a skills list. A software product company hires to build and sell its own product, so the brief centres on go-to-market roles and on engineers who own features in production. We assess sellers on deal size, cycle and market, and engineers on product ownership. For services and delivery hiring, see our IT recruitment agency page.

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