Here’s how we help you hire
A clear brief and a focused assessment process give each shortlist a useful starting point.
Agree the outcomes
Set the first 90-day priorities, essential skills, compensation and customer responsibilities before the search starts.
Search the role family
Look across relevant titles and backgrounds so naming differences do not hide suitable candidates.
Assess relevant evidence
Discuss practical delivery experience, motivation, technical fit and expectations against the agreed brief.
The roles we recruit
Pre-sales and technical sales
Solutions Engineers, Sales Engineers, Pre-Sales Consultants, Solutions Consultants and Value Engineers.
Architecture
Solutions Architects, Enterprise Architects and Technical Architects.
Delivery and implementation
Implementation Consultants, Integration Engineers, Customer Solutions Engineers, Onboarding and Deployment Consultants, and Professional Services specialists.
AI and customer engineering
Forward Deployed Engineers and AI Implementation Engineers who help customers put technology into practice.
Leadership
Heads of Solutions, Pre-Sales and Implementation, and Directors of Solutions Consulting.
Why these searches can stall
Titles overlap between companies. A Solutions Consultant may focus on technical sales in one team and customer delivery in another. A useful brief makes the responsibilities clear and tests for evidence of both technical work and customer communication.
Who we work with
SaaS and AI startups and scale-ups hiring in the UK and US, from a first customer-facing technical hire to a growing solutions or delivery team.
Don’t just take our word for it
See what clients say about working with Wundertalent.
We work in a very tough space when it comes to talent and the type of skills that we want to attract. Demand is high and supply is low! WunderTalent are experts in their field and have the resilience required for a high-demand market.
As brand ambassadors for Attraqt it is imperative for the longevity of success and talent retention, that they are ‘true storytellers’ about the great, good and sometimes challenging aspects of our culture.
WunderTalent has proven themselves time and time again, protected our story and ensured we had the best introductions to the top talent, not just available talent.
We are proud to call them a preferred supplier and highly recommend them.
Attraqt
We have been dealing with WunderTalent now for just under a year.
The two directors came down to see us and took the time to fully understand not only our business, but exactly the type of people we were looking for.
For me, it’s easy finding people with the right skills, but much less so finding people with the right behaviours, attitude and work ethic, which is what WunderTalent manages to find each and every time. This is clearly one of their USPs.
I very much strongly recommend them.
Aquarium
We had the opportunity to add WunderTalent to our already long list of recruitment agencies in 2019.
Within that time the speed and level of people they shared with us won their position to the top. The professionalism and dedication they have always shown, gave us the trust we needed to rely on them with more senior and strategic positions needed to achieve our business goals.
Again, they also excel, setting the bar in an unbeatable position for all the other agencies out there!”
Globant
After struggling to make several key hires I was personally recommended that I work with WunderTalent.
As soon as my team and I met WunderTalent they successfully made the key hires we were missing. I made the decision to outsource our entire recruitment process to them. They are so passionate about what they do and have a unique approach to talent attraction and risk and reward, which made them feel on our side rather than many other recruiters who just chase commission!
I SAW IT FIRST
Just how much of a priority Hiring and Onboarding is can be illustrated by the number of open positions we had. Across geographies and functions, we had over 15 open positions to fill. That’s 15 open positions in a business of about 100, so we were looking to add 15% to our staff base in 2 months. Not an easy task.
Fortunately, we had some great help. WunderTalent and their team became our in-house talent recruitment specialist and were like a dog with a bone seeking out great candidates for our open positions in engineering, sales and marketing.
VE
Common hiring questions
What is the difference between a Solutions Engineer and a Sales Engineer?
The titles often overlap. Both support technical sales, but the balance of discovery, demos and solution design depends on the company. Define the work rather than relying on the label.
How does pre-sales differ from implementation?
Pre-sales helps a customer evaluate the product before signing. Implementation helps them configure, connect and adopt it after the agreement.
Do you recruit Forward Deployed Engineers?
Yes. We help SaaS and AI companies define and recruit customer-facing engineering roles. Read the Forward Deployed Engineer hiring playbook for practical guidance.
How do we start?
Contact us with your hiring brief. We will discuss the outcomes, skills, timeline and scope of the search.
Useful hiring guides
- Why Your Solutions Engineer Hire Is Taking Months (and How to Fix It)
- Implementation Consultant vs Solutions Architect vs Integration Engineer: Who Do You Actually Need?
- How to Hire a Forward Deployed Engineer: A Playbook for SaaS and AI Companies
- Why Your Recruiter Keeps Sending the Wrong CVs (and How to Fix It)
