Case study

Market-entry recruitment

A first hire in a market no one had mapped

How Prometeo Talent sourced, vetted, and landed a reservation-software company's first Australian salesperson in 42 days — working a talent pool of fewer than 250 people, against a budget the market called too low.

42 days

Brief → signed offer

> 250

Qualified profiles nationwide

3

Partnerships closed by day 60

25 +

Prospects in pipeline by day 60

The client

Reservation software for the open road

A US-based SaaS company whose platform runs reservations for RV parks, van sites, and campgrounds. From its Austin headquarters it already served 5,000+ sites across North America and Europe. In early 2023 it set its sights on Australia — chasing the country's surging road-trip tourism market — and needed someone on the ground to win it.

Austin, TX

5,000+ sites

North America · Europe

New market: Australia

The engagement

From an unfamiliar brief to the right person on the ground

The mission was simple to state and hard to fill: hire a Business Development Representative to open B2B sales in Australia — winning partnerships with RV parks, campgrounds, and regional travel associations. The right hunter would bring four things.

1–3 years in B2B or tourism-related sales

A confident, client-facing communicator

A proactive, hunter sales mentality

Fluent English and a real read on how Australian business works

Three constraints stood in the way

A shallow pool

Fewer than 250 people

Our research found under 250 LinkedIn profiles in the entire country matching the title and experience. This wasn't a search — it was a hunt.

A budget gap

$55k vs. $65–75k

Candidates expected AUD $65,000–75,000. The client had budgeted $55,000 — a gap salary alone couldn't close.

An unknown name

No local reputation

As a brand-new market entrant, the client had little employer-brand awareness in the region to draw candidates in.

We ran the search like a research project — mapping the market before making a single approach, then sourcing where the right people actually were.

Three constraints stood in the way

Pay reality

$65–75k + variable

Entry-level BDR pay in Tier-1 cities — Sydney and Melbourne — runs $65–75k base plus variable. The budget needed a different lever.

Demand signal

Under 100 roles

Fewer than 100 tourism-SaaS openings across major boards: low competition for talent, but few obvious candidates to find.

Feeder talent

3 university channels

Three top business programs flagged as sources of high-potential juniors: Melbourne, UNSW, and QUT.

Where we sourced

Channel 01

LinkedIn Recruiter

Entry-level BDR pay in Tier-1 cities — Sydney and Melbourne — runs $65–75k base plus variable. The budget needed a different lever.

Demand signal

Under 100 roles

Fewer than 100 tourism-SaaS openings across major boards: low competition for talent, but few obvious candidates to find.

Feeder talent

3 university channels

Three top business programs flagged as sources of high-potential juniors: Melbourne, UNSW, and QUT.

And we rewrote the pitch to win on more than money

The reframed value proposition

If we couldn't compete on salary, we'd compete on everything else

Remote work with genuinely flexible hours

The chance to build an entire market from the ground up

A direct reporting line to global sales leadership

Working alongside the client, we built one clear route from ~200 engaged profiles to a single signed offer — fast, consistent, and easy for candidates to follow.

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