A detailed look at how we credential, train, and place HubSpot talent — the engagement models we offer, what credentialing involves, and answers to the questions we hear most.
We don’t flood you with résumés. We credential and train HubSpot talent for your business, then place them directly onto your team as working members.
Choose full placement, let us run your hiring end to end, or bring us in just to vet and interview candidates already in your pipeline — each with its own process.
Applicants and your hiring team work from a single portal to review candidates, capture feedback, and track every stage from first touch to first day.
Three deliberate stages take a role from an open seat to a productive team member.
Step 01
We start by learning your team, the role, your tech stack, and the outcomes you need. Instead of posting a generic listing, we map the specific HubSpot competencies the role demands — then match against talent we already know, assessing fit for both the work and your culture.
Step 02
Every candidate is credentialed against real HubSpot skills, not résumé keywords. Once matched, we train them on your business — your processes, tooling, and goals — so the ramp happens before day one rather than on your payroll.
Step 03
We place talent directly onto your team as a working member and stay involved through onboarding. You get someone productive quickly, and a partner accountable for the placement working out — not just a name handed over.
Work with us at the level you need — each model has its own process and scope.
Teams that want a seat filled end to end.
We source, credential, train, and place HubSpot talent directly onto your team — managing the entire process and standing behind the outcome.
Teams with a process but no bandwidth to run it.
Hand us your hiring workflow and we run it for you, from sourcing through to a signed offer, keeping you in control of final decisions.
Teams that just need expert eyes on candidates.
Bring us in to vet, interview, or assess HubSpot candidates already moving through your own pipeline, so you hire with more confidence.
Everyone we work with.
A shared portal for applicants and your hiring team to review candidates, capture structured feedback, and track every stage from first touch to first day.
Credentialing is the core of our model. It is what lets us put forward a short list of prepared people instead of a long list of unknowns.
Candidates work through hands-on HubSpot tasks across the hubs relevant to the role — Marketing, Sales, Service, Operations, and Content — so we verify what they can actually build and operate, not what a certificate claims.
Before placement, talent is familiarized with your processes, tooling, and goals. The result is someone who understands your context on day one instead of spending their first month getting oriented.
We only put forward talent whose credentialed skills line up with the competency map we built during scoping — which is why our shortlists are short.
Traditional recruiting is volume-based: agencies forward as many résumés as possible and leave the vetting to you. We take a custom approach — we credential talent against real HubSpot skills, train them on your business, and place a small number of well-prepared people rather than a large number of unverified ones.
It depends on the engagement. In a full placement we can place talent directly onto your team, and we can also support contract or contract-to-hire arrangements. We’ll recommend the right structure during scoping based on your needs.
Pricing depends on the engagement model and the scope of the role. Full placement, managed hiring, and interview-only support are priced differently. We’ll walk you through the model that fits during your intake conversation — there are no per-seat software fees.
We focus on operational HubSpot roles — RevOps and HubSpot administrators, marketing and sales operations, CRM managers, and adjacent positions across the Marketing, Sales, Service, Operations, and Content hubs.
Because we stay involved through onboarding, we catch fit issues early. Specific guarantees and replacement terms are agreed as part of your engagement so expectations are clear up front.
RevTalent launches June 2026. Joining the early access list puts you first in line and lets us map the right engagement for your team ahead of launch.
Join the early access list and we'll walk you through our process and the talent portal, then map the right engagement for your team.
Get Early Access