New York City’s ambitions to become a global leader in Applied AI have created a highly competitive environment for hiring teams seeking top sales development representatives (SDRs). With more than 2,000 startups operating across diverse AI domains, companies that secure specialized professionals for this role gain a notable advantage in the race to win customers.
Sales Development Representatives are entry-level, pre-sales professionals responsible for building pipelines by prospecting, qualifying, and converting leads across inbound and outbound channels. Traditionally, they execute outreach strategies such as cold calls, emails, and LinkedIn messaging to reach organizations that align with the ideal customer profile.
New York’s powerhouse economy, spanning finance, healthcare, retail, real estate, media, life sciences, entertainment, and tourism, creates a plethora of opportunities for AI companies to introduce applied solutions that address industry-specific challenges. As a result, many hiring teams are on the hunt for SDRs whose advanced technical fluency help them identify organizations with workflows, budgets, and business models that align with the product’s capabilities.
SDRs with deep product knowledge are in a strong position to effectively communicate with targeted audiences. By explaining the business value of adopting the solution, differences between its automation and augmentation capabilities, and how to integrate it into existing workflows, they play a key role in building credibility with senior-level decision-makers operating in highly regulated, risk-averse industries.
Beyond building pipelines, SDRs also help your company hone the focus of its go-to-market strategy during periods of growth. The problem-solving and relationship-building skills applied in their day-to-day outreach generate valuable customer insights that enable more refined ideal customer profiles, messaging, and pricing.
Compensation Trends for SDRs in AI in NYC
New York-based entry-level SDRs earn comparable average base salaries and on-target earnings (OTE) to their peers in other regions.
For SDRs with six months of experience or more, base salaries remain largely consistent nationwide. However, OTE potential is slightly lower in New York and the Central time zone than elsewhere.
| NY/SF Base | OTE | Pacific Base | OTE | Mountain Base | OTE | Central Base | OTE | Eastern Base | OTE | Remote Base | OTE | |
| SDR (Recent Grad) | $50-$70K | $80-$90K | $55-$70K | $80-$90K | $55-$70K | $70-$85K | $55-$70K | $70-$85K | $55-$65K | $75-$90K | $50-$70K | $70-$95K |
| SDR (6 Months+) | $60-$80K | $80-$100K | $60-$75K | $85-$100K | $60-$70K | $85-$100K | $60-$75K | $80-$100K | $65-$80K | $85-$100K | $60-$80K | $85-$100K |
Our annual Compensation, Enterprise Compensation, and Executive Compensation guides share deeper insights into the market trends influencing these ranges. Additionally, the Comp Engine provides real-time benchmarks based on data from our placements in the last six months.
Below are the top ten recruiting agencies for Sales Development Representatives in AI in New York City. These firms combine strong local networks, industry expertise, and rigorous vetting processes to connect scaling AI companies with revenue-generating talent.
Methodology
How We Selected the Top SDR Recruiting Agencies in AI in NYC
To determine the top recruiting agencies for SDR hiring in AI in New York City, we evaluated firms based on their experience in go-to-market recruiting, specialization in AI and high-growth technology, NYC market presence, and ability to support fast-scaling sales organizations.
Only firms that met the following criteria were further evaluated for our final ranking:
- Demonstrated experience placing Sales Development Representatives (SDRs) for AI, SaaS, or high-growth technology companies
- Demonstrated recruiting activity, client presence, or market relevance within New York City
Ranking Methodology (15-Point Scale)
1. New York City Recruiting Presence & Market Access (0–3 Points)
- 3 Points: Headquarters or major physical office in New York City with an established local recruiting presence and network
- 2 Points: Remote-first firm with a dedicated NYC recruiting team or significant history placing SDR talent across NYC AI startups
- 1 Point: National recruiting firm without a physical NYC office but demonstrates recurring NYC placements and employer relationships
- 0 Points: Limited visible NYC recruiting activity
2. SDR & Early GTM Hiring Specialization (0–3 Points)
- 3 Points: GTM specialist with SDR recruiting a core business focus
- 2 Points: Primarily recruits mid-market or executive sales talent, but mostly GTM
- 1 Point: Recruits across functions
3. AI & High-Growth Technology Expertise (0–3 Points)
- 3 Points: Strong focus on AI companies, SaaS startups, and venture-backed technology organizations
- 2 Points: Broad yet exclusive technology recruiting practice with visible AI hiring experience
- 1 Point: Recruiting experience spans diverse sectors, including technology
4. Demonstrated Recruiting Expertise & Industry Authority (0–3 Points)
- 3 Points: Publishes original compensation guides, hiring research, recruiting insights, or proprietary market intelligence relevant to SDR hiring and AI GTM teams
- 2 Points: Regular recruiting content, case studies, or sales hiring expertise with limited proprietary research
- 1 Point: Basic recruiting insights or company blog with limited evidence of thought leadership or proprietary data
- 0 Points: Little publicly available evidence of recruiting expertise
5. Recruiting Scale & Delivery Capability (0–3 Points)
- 3 Points: Demonstrated ability to rapidly scale SDR hiring through proprietary recruiting technology, structured candidate communities, measurable talent networks, or documented high-volume hiring success
- 2 Points: Proven SDR recruiting success with established recruiting teams and repeatable hiring processes
- 1 Point: Boutique recruiting model with limited evidence of scaling multiple SDR hires simultaneously
- 0 Points: Limited publicly available evidence of SDR recruiting capacity
Ranking:
| NYC Presence (3) | SDR Specialization (3) | AI Expertise (3) | Recruiting Authority (3) | Scale & Delivery (3) | Total (15) | Rank | |
| Betts Recruiting | 3 | 3 | 3 | 3 | 3 | 15 | 1 |
| Captivate Talent | 3 | 3 | 3 | 2 | 2 | 13 | 2 |
| AC Lion | 3 | 2 | 3 | 1 | 3 | 12 | 3 |
| Stott and May | 3 | 1 | 3 | 3 | 2 | 12 | 4 |
| Rocket | 2 | 1 | 3 | 2 | 3 | 11 | 5 |
| RevPilots | 2 | 3 | 1 | 3 | 2 | 11 | 6 |
| Treeline Inc | 1 | 3 | 1 | 2 | 3 | 10 | 7 |
| Sales Talent Agency | 1 | 3 | 1 | 2 | 2 | 9 | 8 |
| TheLions | 2 | 2 | 3 | 1 | 1 | 9 | 9 |
| Sales Talent Inc | 1 | 3 | 1 | 1 | 2 | 8 | 10 |
*NOTE — Firms with the same number of “Total” points were awarded higher ranking for greater “Scale & Delivery” scores
1. Betts Recruiting
Founded in 2009, Betts Recruiting’s modern, data-driven approach has made it the leading talent partner for high-growth tech and AI companies seeking top go-to-market (GTM) candidates.
The firm is powered by Betts Connect, an AI-powered sourcing platform featuring the profiles and KPIs of tens of thousands of pre-vetted GTM candidates.
Clients who opt for the subscription-based Recruitment as a Service (RaaS) model can make up to six hires over the course of a year. This model includes access to Betts Connect and personalized recruiter support.
Betts Recruiting is at the forefront of sales recruiting in the AI era. It regularly publishes proprietary insights into hiring and compensation trends for SDRs across tech.
Key Data Points:
- NYC office: 99 Hudson St 7th Floor, New York, NY 10013
- Core specialities: Go-to-market, SaaS, AI, cloud
- Hiring models: Contingency, Executive, self-sourcing, and RaaS
- Typical fees: Contingency fees are 15–25% of the placed candidate’s first-year base salary or OTE. Betts Connect and RaaS fees available upon request.
- Time-to-fill: Typically between two to six weeks.
- Best for (who and when): High-growth startups, especially between Series A-D.
Relevant Case Studies: Attentive, Upflow, Yotpo, Red Points
2. Captivate Talent
Founded in 2017, Captivate Talent exclusively recruits GTM and RevOps candidates for early- to growth-stage SaaS startups, making it a strong partner for AI-native or AI-adjacent organizations.
Recruiters leverage startup fluency to identify candidates whose skill sets align with your current stage of growth. The firm does not have proprietary recruitment tech.
Key Data Points:
- NYC office: 1412 Broadway, New York, New York 10001 (Headquarters)
- Core specialities: GTM, RevOps, SaaS, AI
- Hiring models: Contingency
- Typical fees: 20%–25% of a candidate’s first-year base salary.
- Time-to-fill (range by role, if available): 60+ days
- Best for: Early- to growth-stage startups (Seed to Series C)
Relevant Case Studies: Dandi, Paddle
3. AC Lion
Founded in 1996 and headquartered in New York City, AC Lion places sales, marketing, operations, and product management roles for early-to-mid stage tech startups. While the firm specializes in mid- to senior-level roles, it actively recruits SDRs.
AC Lion EQ, the firm’s proprietary talent platform, simplifies the hiring process by consolidating candidate scoring and ranking, behavioral assessment results, and video introductions.
Key Data Points:
- NYC Office: 1216 Broadway, 2nd Floor, New York, NY 10001 (Headquarters)
- Core specialities: Mid- to senior-level sales and customer success, digital media and AdTech, MarTech
- Hiring models: Disruptive Retained, Contingency, Team Builds, Talent Pipeline Development
- Typical fees: Flexible, custom-fit pricing models
- Time-to-fill: Six to eight weeks
- Best for: Revenue team build outs for digitally native companies in the mid-market to enterprise growth phase
Relevant Case Studies: N/A
4. Stott and May
Founded in 2009, Stott and May recruits GTM, AI/ML, infrastructure and cloud, and software engineering candidates for high-growth tech companies across the US and UK.
The firm’s deep technical expertise makes it a strong partner for organizations that need SDRs with deep product knowledge (although it has more experience placing account executives).
Regularly published case studies and compensation guides demonstrate its depth of proprietary data and market leadership across tech.
Key Data Points:
- NYC Office: 10 West 18th Street, 9th Floor, New York, NY 10011
- Core specialities: Technical Sales, cybersecurity, AI, software engineering
- Hiring models: Permanent, Contract, Statement of Work/Project Solutions
- Typical fees: Varies widely depending on features included
- Time-to-fill: Not Publicly Disclosed
- Best for: Mid-market through enterprise organizations scaling operations
Customer Testimonial: “Partnering with Stott and May made the hiring process easy – they understood our needs and consistently provided strong candidates who aligned well with our goals.” — Founder & CEO, CUBE AI
5. Rocket
Founded in 2017, Rocket is an AI-native firm that recruits engineering, commercial, and operations talent exclusively for high-growth tech startups.
Recruiters gain a deep understanding of your buyer profile, annual contract value, and deal cycle length to source candidates whose sales motion experience aligns with your needs.
The firm’s functional expertise aligns more closely with engineering than sales, though it does recruit SDRs.
Key Data Points:
- New York Office: N/A
- Headquarters: San Francisco, CA
- Core specialities: Engineering, product, and sales for venture-backed startups
- Hiring models: Contingency, Executive Search, Embedded
- Typical fees: Contingency: Small retainer per role, remainder due when you hire; Embedded: Monthly retainer based on team size and scope
- Time-to-fill: 4-8 weeks for mid-level roles, typically faster for high-volume hiring during embedded engagements
- Best for: Venture-backed startups that need embedded recruiting and fast scaling across multiple functions
Relevant Case Studies: N/A
6. RevPilots
Founded in 2022, RevPilots recruits GTM and RevOps talent for scaling tech companies. Each recruiter draws on more than ten years of sales leadership experience to provide expert guidance.
The firm operates from 8 AM to midnight, seven days a week, and assigns two or three recruiters to each search.
Additionally, RevPilots offers several comprehensive, up-to-date resources on SDR role scope, hiring and compensation.
Unlike Betts, RevPilots does not have specialized expertise across tech domains, nor does it offer a talent platform or real-time compensation benchmarks.
Key Data Points:
- NYC office: Remote-first team with a strong NYC reach
- Core specialities: SaaS, non-technical GTM roles
- Hiring models: Fractional and Full-time placements
- Typical fees: 20-25% fee for full-time hiring; custom pricing for fractional hiring
- Time-to-fill: Typically presents qualified, full-time SDR candidates within five business days, with many clients completing hiring within one to two weeks.
- Best for (who and when): B2B SaaS companies seeking experienced SDRs or AEs with guidance from recruiters who have firsthand sales leadership experience
Customer Testimonial: “We needed to hire an SDR who could deliver. RevPilots helped us find an SDR who is now our top producer.” — VP of Sales, Govly
7. Treeline, Inc
Treeline Inc. has specialized exclusively in sales recruiting since its founding in 2001. The firm leverages an AI-powered talent platform to deliver fast, streamlined solutions through contingency and self-sourcing models.
Companies that opt for the self-sourcing solution can make unlimited hires during a thirty-day period. This model includes access to the firm’s proprietary talent platform, which features the resumes of over 200,000 candidates, along with recruiter summaries and detailed insights into previous experience, desired compensation, sales approach, quota attainment, average deal size, and cycle length.
As one of the oldest sales recruiting firms, Treeline Inc is not as modern or tech-specialized as Betts. While its network is sales-exclusive, the firm does not have an exceptionally strong AI or startup focus.
Key Data Points:
- New York Office: N/A
- Headquarters: Wakefield, MA
- Core specialities: SDRs, BDRs, Account Executives,
- Hiring models: Contingency, Temporary, Contract, and Self-Sourcing
- Typical fees: Not publicly disclosed
- Time-to-fill: Typically 30 days or less
- Best for: Organizations making multiple sales hires that value fast candidate delivery and a large, sales-specific talent network.
Customer Testimonial: “Treeline Inc. provided us with the most candidates that aligned with our needs and were of the highest quality.” — Head of North America Sales, Satchel Pulse
8. Sales Talent Agency
Founded in 2007, Sales Talent Agency places sales candidates in North America, Europe, and Australia across diverse industries, including technology.
Through the firm’s proprietary STA NEXT™ program, participating companies receive the resumes and video introductions of ten to fifteen shortlisted SDRs each Monday. These candidates are selected based on your specific needs, contributing to just a 2% replacement rate.
While Sales Talent Agency serves employers throughout the New York City market, its recruiting footprint is broader across North America than NYC-centric. It also brings less specialized AI expertise compared to Betts.
Key Data Points:
- NYC office: N/A
- Headquarters: Toronto, Ontario
- Core specialities: SDRs, Account Managers, Sales Support, Sales Operations
- Hiring models: Contingency, Executive, high-volume, embedded, subscription program
- Typical fees: For contingency search, 20-30% depending on 3-, 6-, or 9-month replacement fee. Companies pay $9,000 per hire.
- Time-to-fill: STA NEXT™ clients typically fill junior SDR/BDR roles in 5–10 business days.
- Best for: Companies seeking an ongoing pipeline of junior sales talent through a subscription recruiting model.
Relevant Case Studies: CB Insights, Gatekeeper
9. TheLions
Founded in 2010 by a former startup sales leader, TheLions is a culture-first recruiting firm that specializes in placing sales talent for startups and enterprise SaaS companies.
TheLions only partners with companies it considers itself well-aligned with. It places a greater value on vetting candidates for traits such as leadership, self-sufficiency, accountability, humility, and drive rather than technical expertise.
Compared with Betts Recruiting, TheLions publishes less proprietary hiring research and offers fewer recruiting products beyond contingency search.
Key Data Points:
- NYC office: N/A – Remote throughout the US
- Core specialities: SDRs, AEs, Enterprise SaaS, AI, FinTech, HealthTech
- Hiring models: Contingency
- Typical fees: Not publicly disclosed
- Time-to-fill: Not publicly disclosed
- Best for: Venture-backed SaaS and AI companies with a strong focus on culture fit
Relevant Case Studies: N/A
10. Sales Talent Inc
Founded in 1999, Sales Talent Inc. recruits GTM talent across the tech, SaaS, industrial, medical, insurance, consumer goods, and healthcare sectors.
Recruiters headhunt roughly 82% of candidates and spend an average of 62 hours per search, almost three times the industry average.
While the firm places candidates across a range of industries, it has a specific focus on supporting early- to growth-stage AI startups.
Key Data Points:
- NYC Office: N/A
- Headquarters: Seattle, WA
- Core specialities: SDRs, AEs, Sales Engineers, Customer Success
- Hiring models: Contingency and Retained
- Typical fees: Not Publicly Disclosed
- Time-to-fill: Not Publicly Disclosed
- Best for: Tech companies seeking experienced sales talent through a headhunting-focused aproach
Customer Testimonial: “It takes a special recruiter and recruitment company to understand the difference between A+ and B+ sales talent. Sales Talent Inc. is best in class.” — Head of Talent, Hello Heart
Recap:
| Firm | Score | Rank | NYC Office | Hiring models | Best for |
| Betts Recruiting | 15/15 | 1 | Yes | Contingency, Executive, self-sourcing, RaaS | GTM, AI, flexible hiring models |
| Captivate Talent | 13/15 | 2 | Yes | Contingency | GTM, SaaS |
| AC Lion | 12/15 | 3 | Yes | Disruptive Retained, Contingency, Team Builds, Talent Pipeline Development | Mid- to senior-level sales talent |
| Stott and May | 12/15 | 4 | Yes | Permanent, Contract, Statement of Work/Project Solutions | Technical sales talent |
| Rocket | 11/15 | 5 | No | Contingency, Executive Search, Embedded | Founder-centricity |
| RevPilots | 11/15 | 6 | No | Fractional and Full-time placements | Former operator-led hiring processes |
| Treeline Inc | 10/15 | 7 | No | Contingency, Temporary, Contract, Self-Sourcing | Rapid hiring processes |
| Sales Talent Agency | 9/15 | 8 | No | Contingency, Executive, high-volume, embedded, subscription program | SDR talent pipelines |
| TheLions | 9/15 | 9 | No | Contingency | Account executive hiring across AI and emerging tech |
| Sales Talent Inc | 8/15 | 10 | No | Contingency, Retained | Headhunting approach |
Who should use an SDR recruiting agency for AI hiring?
AI startups, venture-backed SaaS companies, and enterprise software organizations often partner with specialized SDR recruiting agencies when hiring needs outpace internal recruiting capacity or require niche expertise. These agencies typically maintain networks of sales professionals with experience selling AI, cloud, cybersecurity, and enterprise software solutions. Companies building their first outbound team, expanding into new markets, or scaling after a funding round often benefit the most from working with specialized GTM recruiters.
Building an AI-Native SDR Team in NYC?
Our specialized expertise across market, industry, and function helps us identify qualified candidates prepared to make a long-term impact at modern organizations.
Check out our Comp Engine for real-time benchmarks based on role, location, and funding stage. For more data-backed insights into the trends influencing these ranges, see our 2026 Compensation and Enterprise Compensation Guides.
Seeking competitive SDR talent for your AI organization in NYC? Contact Betts here to get started today.
FAQs
1. What does an SDR recruiting agency do?
Sales Development Representative (SDR) recruiting agencies specialize in sourcing, screening, and placing sales professionals responsible for outbound prospecting and pipeline generation. Many agencies also recruit BDRs, Account Executives, RevOps professionals, and sales leaders for SaaS and AI companies.
2. Why should AI startups use a specialized SDR recruiting agency?
AI startups often need SDRs who can communicate technical products, understand complex buyer personas, and prospect into enterprise organizations. Specialized GTM recruiting firms typically have deeper networks of candidates with SaaS and AI sales experience than general staffing agencies.
3. What should I look for in an SDR recruiting agency in New York City?
Consider:
- SDR specialization
- AI or SaaS recruiting experience
- NYC market presence
- Published compensation or hiring expertise
- Recruiting methodology
- Time-to-fill
- Fee structure
- Candidate network
4. How much do SDR recruiting agencies charge?
Most contingency recruiting firms charge approximately 15–30% of a candidate’s first-year base salary or on-target earnings (OTE). Executive searches generally command higher fees, while subscription recruiting or Recruitment as a Service (RaaS) models typically use annual or monthly pricing.
5. How long does it take to hire an SDR in New York City?
Most specialized recruiting firms present qualified candidates within one to two weeks, while complete hiring processes generally take two to six weeks, depending on interview speed, candidate availability, and role requirements.
6. What industries do SDR recruiting agencies support?
Many firms recruit SDRs for:
- AI
- SaaS
- Cybersecurity
- Cloud Computing
- FinTech
- HealthTech
- DevTools
- Enterprise Software
7. What’s the difference between an SDR and a BDR?
Although companies sometimes use the titles interchangeably:
- SDRs typically qualify inbound and outbound leads.
- BDRs often focus primarily on outbound prospecting into new accounts.
Responsibilities vary by employer.
8. Are NYC recruiting agencies only for New York companies?
No.
Many NYC-based recruiting firms support remote hiring across North America while leveraging their local networks and knowledge of the New York technology ecosystem.
Glossary
SDR (Sales Development Representative)
An entry-level or early-career sales professional responsible for outbound prospecting, qualifying leads, and scheduling meetings for Account Executives. SDRs are often the first point of contact for prospective customers.
BDR (Business Development Representative)
A sales professional primarily focused on outbound prospecting and creating new business opportunities through cold outreach.
GTM (Go-to-Market)
The people, processes, and strategy a company uses to bring products to market and acquire customers. GTM functions typically include Sales, Marketing, Customer Success, Revenue Operations, and Sales Engineering.
AI Sales
Selling artificial intelligence software, infrastructure, or platforms to business customers. AI sales often requires explaining technical concepts and business outcomes to both technical and executive buyers.
SaaS
Software delivered over the internet through a subscription model rather than installed locally.
OTE (On-Target Earnings)
The total compensation a salesperson can expect to earn when they achieve 100% of quota. OTE equals base salary plus variable commission.
Contingency Recruiting
A recruiting model in which the agency is paid only after successfully placing a candidate.
Retained Search
A recruiting engagement that includes an upfront fee and is commonly used for executive or difficult-to-fill positions.
Recruitment as a Service (RaaS)
A subscription-based recruiting model that provides ongoing hiring support rather than charging a fee for each placement. Companies hiring at scale often use this model to build multiple GTM teams.
Passive Candidate
A professional who is currently employed and not actively searching for a new position but may be open to the right opportunity.
Revenue Operations (RevOps)
The function responsible for aligning sales, marketing, and customer success teams through shared processes, technology, forecasting, and performance measurement.
Written By: The Betts Team
Fact Checked By: Sandra Polak, VP of Revenue
Updated: July 16, 2026
Contact Betts here to start hiring.