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Edition 01 .
July 2026

George’s Take on Hiring eDiscovery Revenue Generators

Welcome to the first edition. Each month I'll share what I'm seeing across the eDiscovery sales market, covering both client and candidate needs when hiring.
George Taylor
George Taylor
Recruitment Consultant
this month's pulse

Hiring trends

  • New logo generation is the priority. Companies continue to prioritise proven hunters over account managers.
  • AI is expected. Vendors without a clear AI strategy are finding it harder to attract top sales talent.
  • Industry experience is becoming essential. Hiring managers increasingly look for candidates who already understand the eDiscovery landscape.
  • Enterprise selling is more appealing. Larger deal sizes and strategic accounts are attracting experienced enterprise hunters.
MONTHLY TOPIC

Why Revenue Numbers Matter

  • Hiring managers want to see quota attainment, not just job titles, in resumes.
  • Include ARR generated, new logos won and average deal size wherever possible.
  • Multi-year contract values are becoming increasingly valuable to showcase.
  • President’s Club awards are great, but hard numbers carry far more weight.
  • Candidates who quantify their success consistently secure more interviews.

What Hiring Managers Are Looking For

  • $3M+ ARR experience
    Demand continues to grow for candidates who have carried and exceeded multi-million-dollar targets.
  • Proven new logo success
    Organisations want evidence of consistently opening new enterprise customers.
  • Executive-level selling
    Experience engaging General Counsel, Legal Ops leaders and C-suite stakeholders is increasingly important.
  • Multi-threaded sales experience
    Managing multiple stakeholders throughout complex buying cycles is now expected.
  • eDiscovery ecosystem knowledge
    Familiarity with platforms such as Relativity, Reveal, Everlaw and Nuix reduces onboarding time.
  • Long sales cycle management
    Clients value candidates who have closed enterprise deals over 6 to 18 month cycles.

Hiring against this profile? Talk to George about a shortlist →

voices from the market
WHAT CLIENTS NEED · MICHAEL CONNER, CRO AT CIMPLIFI
“When I'm reviewing a resume for BD talent, no single data point tells the story: it's the combination. Tenure matters more to me than any single sales figure; if someone's bounced between roles every 12 to 18 months, that's a flag regardless of what their numbers claim to be. I do weigh the organizations they've come from—was the environment competitive, did they carry real quota, was the market they sold into comparable to ours—because a strong number from a soft environment doesn't tell me much. Beyond that, I'm looking at the resume itself as a signal: is it clean, complete, no errors? That tells me how someone represents themselves when it counts. And then there's the harder-to-quantify piece, what I'd call relatability. People buy from people they know, like, and trust. It's not any one thing—it's whether the whole picture adds up to someone I'd trust in front of a client.”
WHAT CANDIDATES WANT · CHEZA ROSS
Her top 3 when choosing a sales role:
  1. Career Potential
  2. Salary
  3. Culture
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I had the pleasure of working with George after he reached out about a position. After interviewing, the company thought I was a better fit for a different role, which took a bit to open. George stayed in contact and made sure I was updated on progress. He made sure I was prepped for calls, knew what to expect along the way, and made sure to get feedback quickly. Not mainly recruiters will show the level of commitment George showed with my position. George also worked with the 9 hour time difference between us and made sure he was available even in the late evening for him. I would highly recommend working with George and Iceberg if given the chance.

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Great experience.

I had the pleasure of having George's support during my recent job search, and I cannot speak highly enough of the experience. From the moment he reached out after my initial enquiry, George was professional, attentive, and genuinely invested in my career progression. Throughout the entire recruitment process, George went above and beyond to provide guidance and support. He kept in constant contact, ensuring I was well-prepared for each stage. Even during my notice period, George checked in regularly to see how I was doing and offered encouragement as I transitioned to my new role. What really stood out was George’s continued support even after I started the job. He made sure everything was going smoothly and remained available for any questions or concerns I had. His support didn’t end when I signed the contract. I highly recommend him to anyone looking for a recruiter who truly cares about their candidates’ success.

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