If you're a VP of Sales or an HR leader, you already know that Enterprise Account Executives are the driving force behind your biggest deals. They manage long sales cycles, build relationships with senior stakeholders, and close contracts that move the needle. But the best ones are rarely looking for a new job. They’re already winning somewhere else.

So how do you get their attention? And more importantly, how do you convince them to join your team?

Here’s how to build a strategy that speaks directly to what top performers care about.

Start with a Job Description That Sells

Think of your job description as your first pitch. It should be clear, engaging, and focused on what makes your opportunity better than what they already have.

Here’s what to include:

• Real impact: Instead of listing tasks, describe the kind of deals they’ll be closing and the clients they’ll work with.
• Earnings clarity: Be upfront about on-target earnings, accelerators, and how your top reps are performing.
• Tools and support: Mention your sales tech stack and how your team is supported by marketing, SDRs, and operations.
• Career growth: Show them where this role can lead. Whether it’s leadership, strategic accounts, or international expansion, make the path clear.

Offer More Than Just a Pay cheque

Top performers are motivated by more than money. They want to feel valued, challenged, and invested in.

Equity and Ownership

Offering stock options or company shares gives candidates a sense of long-term reward. It’s especially attractive to those who want to grow with the business and share in its success.

Career Pathways

Show that you’re thinking beyond the next quarter. Map out clear paths into leadership, enterprise strategy, or even cross-functional roles in product or marketing. Ambitious candidates want to know there’s room to grow.

Personal Development

Invest in their future. Offer executive coaching, leadership training, or access to industry events. These extras show that you’re serious about helping them level up.

Build a Commission Plan That Motivates

Your commission structure should be simple, generous, and designed to reward excellence.

What top reps look for:

• Uncapped commissions: Let them earn as much as they can close.
• Accelerators: Reward overperformance with higher multipliers.
• Multi-year deal bonuses: Encourage long-term contracts and renewals.
• Team incentives: Promote collaboration on complex deals.

Make sure your plan is easy to understand and consistent. Changing the rules mid-year is a fast way to lose trust.

Create a Culture That Attracts High Performers

Culture is more than perks. It’s about how your team operates and what it values.

• Autonomy: Give your reps the freedom to run their territory like a business.
• Recognition: Celebrate wins, both big and small, and do it publicly.
• Support: Provide strong SDR coverage, marketing alignment, and sales enablement.
• Transparency: Keep communication open and honest, especially around goals and performance.

Use a Confidential Partner to Reach Passive Talent

The best candidates are usually working for your competitors. That’s where a confidential recruiter can make all the difference.

We act as a discreet partner who can:

• Approach top performers without raising alarms
• Qualify interest before you ever get involved
• Protect your brand and hiring strategy

This approach is especially useful when you’re targeting specific companies or industries.

Example Enterprise Account Executive Job Description

Enterprise Account Executive

Location: Hybrid (London or Remote, DE-Based)
Department: Sales
Reports to: VP of Sales
OTE: £180,000+ (Base + Uncapped Commission)
Equity: Included

About Us
We’re a fast-growing B2B SaaS company helping enterprise clients solve mission-critical challenges through innovative technology. Backed by top-tier investors and trusted by global brands, we’re scaling fast and looking for exceptional people to join us on the journey.

The Opportunity
As an Enterprise Account Executive, you’ll be responsible for driving new business across strategic enterprise accounts. You’ll lead complex sales cycles, engage with C-level stakeholders, and close high-value deals that directly impact our growth.

This is a high-impact, high-visibility role with the autonomy to shape your territory and the support to succeed.

What You’ll Do

• Own the full sales cycle from prospecting to close across enterprise-level accounts
• Build and manage a pipeline of strategic opportunities with deal sizes ranging from £100k to £1M+
• Lead consultative sales conversations with senior decision-makers (CIOs, CTOs, COOs)
• Collaborate with SDRs, marketing, and solutions engineering to drive pipeline and deal velocity
• Accurately forecast and report on pipeline and revenue
• Contribute to strategic account planning and expansion initiatives

What We’re Looking For

• 5+ years of experience in enterprise B2B sales, ideally in SaaS or tech
• Proven track record of exceeding quota and closing complex, multi-stakeholder deals
• Strong business acumen and ability to navigate enterprise buying processes
• Excellent communication, negotiation, and presentation skills
• Self-starter with a growth mindset and a passion for winning

What’s In It for You

• Uncapped commission with accelerators for overperformance
• Equity options so you share in the company’s success
• Named strategic accounts and warm leads from SDRs
• Clear career path into leadership, strategic accounts, or global expansion roles
• Executive coaching and access to leadership development programs
• Modern sales stack including Salesforce, Gong, Clari, and LinkedIn Sales Navigator
• Supportive culture that values autonomy, collaboration, and recognition

Our Hiring Process

We respect your time and move quickly. Our process includes:

1. Intro call with Talent Partner
2. Interview with Sales Leadership
3. Deal simulation or strategy session
4. Final conversation with the VP of Sales or CEO

We aim to complete the process within two weeks.

Move Quickly and Respect Their Time

Top candidates won’t wait around. A slow or disorganized hiring process can cost you the deal.

Keep it simple:

• Two to three stages is ideal
• Include a real-world sales scenario or deal review
• Be clear about timelines and give feedback quickly

Speed shows that you’re serious and respectful of their time.

Final Thoughts

Hiring an Enterprise Account Executive is not just about filling a role. It’s about bringing in someone who can drive revenue, build strategic relationships, and elevate your entire sales organization. With the right mix of incentives, career growth, and a smart, respectful hiring process, you can attract the kind of talent your competitors wish they could keep.

Contact us for expert support with SaaS Sales roles.