Hiring Account Executives in New York

Strive build world-class Go-To-Market teams for some of the most disruptive, Venture Capital Backed tech companies, all over the world.

Why is Hiring Account Executives in New York difficult?

1. New York City Has Become a Major Hub for SaaS Hiring

New York City has rapidly evolved into one of the most competitive markets for SaaS Account Executive talent. High-growth startups, enterprise software vendors, fintech businesses, and AI companies are all competing for experienced commercial professionals. This creates a highly active hiring landscape where companies need a strong value proposition to stand out.

2. Compensation Expectations Are Increasing Across the Market

The demand for experienced SaaS Account Executives in New York has driven compensation expectations higher year after year. Candidates are assessing opportunities based on salary, commission potential, equity, and long-term career growth. Companies hiring in NYC must ensure compensation structures remain competitive if they want to secure top-performing talent.

3. Industry Experience Is Becoming Increasingly Important

Many SaaS vendors in New York are looking for Account Executives with experience in specific sectors such as fintech, cybersecurity, AI, or enterprise software. Candidates who can demonstrate success in complex or high-value sales environments are particularly sought after. As competition increases, businesses may need to balance highly specific requirements with speed and flexibility in hiring.

4. Candidates Are Evaluating More Than Compensation

In a market as competitive as New York, employer brand plays a significant role in attracting talent. Account Executives are increasingly considering company culture, leadership quality, product-market fit, and long-term stability before accepting offers. Businesses with a clear mission and compelling growth story are often better positioned to win top candidates.

5. Fast Hiring Processes Create a Competitive Advantage

Top SaaS Account Executives in New York move through the market quickly and are often managing multiple interview processes simultaneously. Companies that delay decision-making or create lengthy hiring cycles risk losing talent to more decisive competitors. Successful hiring teams are moving quickly, aligning internally early, and maintaining strong communication throughout the process.

How Strive has helped hire AEs in New York

Av Time to Hire
Roles Filled
6 : 1CV to Hire Ratio
Case Studies Available

After our Series B fundraise, we needed a recruitment partner who truly understood the pace, complexity and standards required to scale a high-performing GTM organisation across both EMEA and the US.

Strive came highly recommended by both our lead investor, HV Capital, and a member of our team who had worked with them previously — and they exceeded expectations from day one.

They quickly became a genuine extension of our Talent function: understanding our high bar for recruiting, challenging us where needed, and consistently delivering candidates who brought the skills, mindset and values we were looking for. Their ability to operate at speed without compromising quality made a huge difference during an intense growth period.

Strive has been a trusted partner throughout this next phase of our journey, and I’d recommend them to any SaaS business looking to scale GTM teams the right way.

Candice Capelle,
Talent Acquisition Lead

Working with Strive has been an absolute pleasure!

Being complete GTM Hiring Specialists, they were able to understand our business and our candidate requirements quickly - giving us confidence that they were the correct external Talent Partner to represent our brand in the market.

We were impressed with not only the quality of candidates submitted to us, but also the thoroughness of the pre-screen information sent with each candidate. We especially liked that they even highlighted ‘red flags’ we might want to investigate - giving us trust that this was a true recruitment partnership.

As a result of the successful relationship, we hit our hiring goals for the period - something we would have struggled to do without them.

Andrew Ermogenous,
GM EMEA

We first partnered with Strive at Seed stage while building our founding GTM team. They moved quickly, surfaced candidates with true startup DNA, and met the high technical bar required for a complex product.

After that success, they were our first call post-Series A when we needed to scale fast. In just 12 weeks, the team filled 7 critical GTM roles without sacrificing quality.

They integrated seamlessly into our process, built strong stakeholder relationships, and consistently understood the exact type of talent we needed. That ability to combine speed, quality, and partnership is what sets Strive apart.

Adam Rubin,
VP of Sales

John Hitchen

Managing Director, USA

Meet John. John is our Managing Director, USA, based out of our Tampa Office.

Adam Richardson

Founder and CEO

Meet Adam. Adam is our Founder and CEO at Strive, running all global operations.

Frequently Asked Questions

1. What types of roles do you recruit for?

Strive build Go-To-Market teams for VC backed tech companies - all over the world.

Just so we're speaking the same language here, we mean Marketing, Sales and Customer Success!

Working with the likes of Sequoia, Dawn Capital, Battery Ventures, HV Capital, HG Capital and Insight Partners, to name a few, Strive has helped scale their portfolio of B2B SaaS companies, placing key hires within the Go-To-Market Function.

Whilst we cover the whole of GTM, the most common roles we recruit for are:

Sales Leaders
Customer Success Leaders
Marketing Leaders
Sales / Business Development Representatives (BDRs / SDRs)
Account Executives (AEs)
Account Managers (AMs)
Customer Success Managers (CSMs)
Sales Engineers (SE) / Pre-Sales Engineers

2. How do you find and vet candidates?

We use a combination of targeted headhunting, our extensive talent network, and AI-powered sourcing to find high-quality candidates. Every candidate goes through a rigorous vetting process, including:

Resume & background screening
Behavioral & competency-based interviews
Sales performance evaluation (quota attainment, deal sizes, etc.)
Culture and company fit assessment

3. How long does it take to fill a role?

On average, we fill roles within 4 - 8 weeks, depending on the seniority and complexity of the position.

4. What industries do you specialize in?

Whilst we can be agnostic when it comes to your Tech, typical sectors we support are:

Cybersecurity
AI & Machine Learning
DevOps
Data
BizApps
Martech / Adtech
FinTech

5. What’s your pricing model?

We offer flexible pricing structures, including:

Contingency Recruiting – Pay on successful hire.
Retained Search – Part upfront payment, followed by a success fee.
Embedded Talent Solutions – Monthly fixed cost, unlimited hires

See more about our Solutions, here!

6. Do you offer guarantees on placements?

Yes! We provide a replacement guarantee if a hired candidate leaves within the agreed-upon time frame. Our goal is to ensure you find the right long-term fit.