About
Founder, Sales Consultant
Aziz Meshal
Result Closers founded by Aziz Meshal, specializes in one thing: building high-performance sales teams for growth-focused companies. We’re not a job board. We’re not a typical recruiter or resume marketplace. We’re a performance-first, role-specific sales talent partner for SaaS, Software, tech companies, and offer-driven businesses that need to find a top sales talent, evaluate and improve their current salespeople or team, and strengthen sales management and leadership — all to drive real, lasting revenue growth. Aziz brings a unique blend of technical and commercial expertise, holding an engineering degree and having spent years in tech retail and business consultancy sales. His frontline experience shapes a process that’s grounded, data-driven, and always aligned to real-world sales performance.
Our strategy for hiring:
A rigorous vetting process filters hundreds of applicants using our internal network, experience benchmarks, real sales data, deal size compatibility, and mindset criteria—before you ever meet them.
We place sales talent with the right skill fit, company fit, manager fit, and customer fit through role-specific assessments that test for “Sales DNA,” negotiation ability, and the will to sell—the traits that predict real performance, longevity, and retention.
This approach applies to sales roles at every level, including individual contributors, sales management, and sales leadership. Our process goes far beyond resumes and interviews. We use a predictive system to evaluate how candidates sell, respond to pressure, and perform under your leadership—measuring grit, closing ability, and long-term retention indicators so you can hire with confidence.
Before you start interviewing, we’ve already identified who’s a top 5% and fit, who’s a risk, and who’s most likely to succeed in your sales environment.
Our Strategy for Current Employees:
We assess your existing sales employee, using real-world, data-backed assessment that reveal closing ability, negotiation skill, mindset, and the “will to sell” — helping you identify strengths, gaps, and coaching priorities and make decisions for the future.
Sales Effectiveness & Improvement Analysis (SEIA) for current Sales Team:
A comprehensive evaluation of a sales team. We often find that issues with sales results are rooted in ineffective leadership, strategy misalignment, underinvestment in coaching, or lack of sales process enforcement. The SEIA uncovers root cause issues for a sales team by analyzing leadership effectiveness, strategic alignment, coaching effectiveness, pipeline management, and sales process adherence.
It is the MRI you need to diagnose the issues your clients need to address to grow.
We run advanced assessment for your current sales, sales management and leadership to ensure they can hire, ramp, coach, and lead teams that hit targets consistently, not just in theory but in execution.
At Result Closers, we believe companies don’t fail to grow because they lack a great product, clear market, or solid pricing. They fail because they hire the wrong salespeople too soon, without a structured framework—burning cash before revenue can catch up. We solve this by helping you find the right sales talent, evaluate and track the performance of your current salespeople, or assess your entire sales team and leadership to ensure everyone is aligned with your offer, your market, and your customer’s buying journey.
89% of standard recruitment agency revenue comes from temporary placements.
75% of candidates that were not recommended but hired anyway failed within 6 months. That means most standard recruitment agencies are focused on speed — not staying power! That’s why we go deeper on fit!
Our edge isn’t just how we search — it’s who we already know. We maintain direct lines to sales candidates with real experience in your offer. We don't finish our job unless they're proven and 100% ready.
89% of standard recruitment agency revenue comes from temporary placements.
75% of candidates that were not recommended but hired anyway failed within 6 months. That means most standard recruitment agencies are focused on speed — not staying power! That’s why we go deeper on fit!
Our edge isn’t just how we search—it’s who we know and how we evaluate. We maintain direct lines to proven sales candidates ready for your offer, and we assess your current sales employees and teams to ensure they’re 100% aligned, capable, and ready to perform.
Most Sales Teams Hire Fast, Then Churn Fast. Our Solution Fixes That.
Our framework is powered by role-specific sales competency assessment and psychometrics, with an execution strategy tailored to your offer, team, and sales environment—whether you’re hiring new talent or evaluating your current sales teams.
Strong Vs. Weak Sales Candidate
A data-driven measurments to assess, hire, and develop top-performing sales talent.
The Hidden Math Behind a Great Hire Backed by Gallup, SHRM, and McKinsey
Gallup research shows that every 10% increase in employee happiness leads to a 5% increase in retention. By improving AE satisfaction through stronger fit and role alignment, companies can expect up to a 15% lift in retention — leading to fewer failed hires, lower turnover costs, and a more stable sales team.
According to SHRM, replacing a salesperson costs 50–75% of their annual salary. For the average $120K AE, that’s a $60K–$90K loss per failed hire. Our process reduces that risk by ensuring a stronger initial fit and competency, saving you tens of thousands per retained role.
McKinsey found that cost savings from lower turnover can drive 2–4% increases in EBITDA. Retaining just one AE can save you over $90K annually — and the impact grows across your full sales team, especially at leadership levels.
A “bad” Sales Member Can Cost a Company Millions.
This Forbes study explains how losing 25% or more of their sellers every quarter is pretty common and just a 5% increase in sales rep attrition across your sales team can increase selling costs 4-6%. The difference between a 5% attrition rate and 25% means an increase of over 50% in cost to sell and revenues drop by 20%. This proves that replacing sales rep significantly affects the bottomline of an organization.
HubSpot reports the average rep turnover is 35 percent, which is higher than the average for all other industries at 13 percent. SiriusDecisions data also shows that almost half (45 percent) of B2B sales organizations have average turnover rates above 30 percent. It’s because of the competitive nature of sales. As companies grow, their need for additional salespeople also increases. Now that sellers can work from almost everywhere, the competition for talent has skyrocketed.
The Hidden Math Behind a Great Hire Backed by Gallup, SHRM, and McKinsey
Gallup research shows that every 10% increase in employee happiness leads to a 5% increase in retention. By improving AE satisfaction through stronger fit and role alignment, companies can expect up to a 15% lift in retention — leading to fewer failed hires, lower turnover costs, and a more stable sales team.
According to SHRM, replacing a salesperson costs 50–75% of their annual salary. For the average $120K AE, that’s a $60K–$90K loss per failed hire. Our process reduces that risk by ensuring a stronger initial fit and competency, saving you tens of thousands per retained role.
McKinsey found that cost savings from lower turnover can drive 2–4% increases in EBITDA. Retaining just one AE can save you over $90K annually — and the impact grows across your full sales team, especially at leadership levels.
A “bad” Sales Hire Can Cost a Company Millions.
This Forbes study explains how losing 25% or more of their sellers every quarter is pretty common and just a 5% increase in sales rep attrition across your sales team can increase selling costs 4-6%. The difference between a 5% attrition rate and 25% means an increase of over 50% in cost to sell and revenues drop by 20%. This proves that replacing sales rep significantly affects the bottomline of an organization.
HubSpot reports the average rep turnover is 35 percent, which is higher than the average for all other industries at 13 percent. SiriusDecisions data also shows that almost half (45 percent) of B2B sales organizations have average turnover rates above 30 percent. It’s because of the competitive nature of sales. As companies grow, their need for additional salespeople also increases. Now that sellers can work from almost everywhere, the competition for talent has skyrocketed.
Whether you’re scaling your team or replacing key talent, we help you hire and qualify sales professionals (role-specific) who actually perform. Roles we fill include:
1. Account Executive.
2. Sr. Account Executive.
3. Enterprise Account. Executive.
4. Account Manager.
5. Sales Manager / Team Lead.
6. Inside Sales Rep. (Closing).
7. VP of Sales.
.. and other sales roles
Whether you’re scaling your team or replacing key talent, we help you hire sales professionals who actually perform. Roles we fill include sales, sales management, and sales leadership:
1. Account Executive.
2. Sr. Account Executive.
3. Enterprise Account Executive.
4. Account Manager.
5. Sales Manager / Team Lead.
6. Inside Sales Rep. (Closing).
7. VP of Sales.
8. Sales Engineer.
Skip The Noise. Get Your Next Sales Candidate Without The Hiring Chaos,
1
Share Your Needs.
Tell us about your title, qualifications, offer, vertical, and customers— we’ll handle the heavy lifting.
2
We Match & Vett
We handpick those who’ve proven they sell / manage sales or teams and have your company blueprint in hand. Our process backed by numbers and data.
3
Negotiate Offer & Hire
Meet your top-tier sales candidate—risk-free. You only move forward with result-based, handpicked talent. We handle the rest.
Reviews & Early Beta Reactions
“The process looks incredibly streamlined. It seems like you eliminate all the usual friction no endless screening or back-and-forth. It just makes sense.”
Beta Reviewer – B2B SaaS Founder (UK)
“Aziz always came prepared, was extremely professional, and consistently took initiative — especially when leading his team. He showed real growth in leadership and confidence, and I’ve no doubt he’ll bring that same energy into any project or business he’s part of.”
Dr. Katherine Bloemker, Professor, UMKC
“Aziz is technically sharp, self-motivated, and highly organized. He communicates clearly, both in writing and verbally, and presents complex ideas in a structured, professional way. A reliable and thoughtful contributor in any project.”
Dr. Anthony Black, UMKC
“Sales hires usually feel risky, but the way you match talent to the offer and company energy combined with that 95% predictive accuracy, really stood out.
I can actually see how someone like this could outperform a traditional hire.”
Beta Reviewer – Sales Lead (Kansas)
“Traditional recruiting always felt hit-or-miss specially with sales roles, but your approach seems different. The idea of having a fully pre-vetted closer ready to go and with grit assessment to have insights whether candidate stay longer, really caught my attention.”
Beta Reviewer – Business Coach (New York)