The hiring situation matters more than the platform.
We work with consulting partners, ISVs, digital agencies, SIs, enterprise businesses and public sector organisations. Whether you are filling one specialist role or building a team, the conversation starts with understanding what you actually need and why it has been difficult.
Tell us your situation. We will tell you whether we can help.
The hiring challenge depends on who you are and what you are trying to build. These are the situations we work with most.
Consulting partners, SIs and digital agencies
You have signed the work. Your current bench cannot fully cover it. Or a senior person left mid-engagement. Or you are trying to hire across three simultaneous projects and one agency cannot do all of it properly. We have run these searches across Salesforce, Adobe and Microsoft partner firms of every size. We know what the delivery context actually requires, at every level from practitioner to practice lead.
ISVs and technology vendors
An Alliance Director who understands the AppExchange ecosystem is not the same as a standard channel sales hire. A technical architect who has built on the Salesforce or Microsoft platform for a product company is not the same as a delivery architect from a consulting partner. We make these distinctions because they determine whether a hire works.
Enterprise and mid-market end users
You are filling a role that is harder to find than expected. Or building a function from scratch and unsure what the team needs to look like. Or you have hired this role twice and want to brief it differently this time. Whether it is one person or a full internal team, junior to senior, the conversation starts with what you actually need.
Digital and marketing technology consultancies
Adobe, Sitecore, Bloomreach, HubSpot, Braze, Salesforce Marketing Cloud. These platforms need real delivery experience, not adjacent familiarity. If your current agency keeps sending you the wrong shortlist for specialist MarTech roles, it is usually because they are searching a database. We map the market first, at every level from consultant through to practice leadership.
Large consulting and professional services firms
Existing supplier arrangements cover generalist hiring well. What they do not cover consistently is the specialist: a Data Cloud architect for a live programme, an Adobe RTCDP lead for a client engagement, an Agentforce capability being built from scratch. We work alongside existing arrangements to fill the roles that are genuinely difficult.
Public sector and local government
Local authorities, central government and public bodies running Salesforce, Microsoft Dynamics and other CRM platforms face the same specialist hiring challenge as the commercial sector, often with fewer resources to address it. We work directly with digital and transformation teams on specialist roles at every level, and understand the public sector hiring environment specifically.
Platforms and technology
Platform names provide context. The hiring challenge is the thing that matters. These are the technology areas where we have genuine depth, from practitioner level through to architecture and leadership.
AI, Agentforce and data platforms
The most urgent hiring category in 2026. The qualified pool is small, most of the right people are not looking, and the brief requires enough specificity that a generalist cannot run it well.
CRM and revenue platforms
From administrator and developer level through to Technical Architect, VP Revenue Operations and Head of CRM. For consulting partners, ISVs, enterprise businesses and public sector bodies.
Marketing, commerce and experience platforms
MarTech and commerce hiring requires platform practitioners with real client delivery experience. An AEM architect is not the same as a Sitecore lead. We recruit accordingly, from consultant through to practice leadership.
Cloud and infrastructure
Solutions architects, practice leads and commercial leaders for cloud-native and hybrid CXM and data implementations. For cloud partners, SIs and enterprise businesses building CX and data capabilities.
UK & Europe specialists, built for businesses moving across borders
Rivendale Partners is based in the UK, with reach across London, the M4 corridor and major technology clusters in Manchester, Birmingham, Leeds, Bristol and Scotland. We recruit across the UK and Europe, covering the Nordics, DACH and Western Europe, and work into the US, APAC and the Middle East where businesses need us to. The clients we work with are typically at a point of geographic change: making a first hire in a new market, building headcount across several countries at once, or trying to hire consistently across a footprint they already have. We understand what those searches actually involve, and what it takes to make an offer stick in markets we know well.
The first hire in a new market
A startup or scale-up making its first UK, European or US hire isn't running a standard search: there's no local entity yet, no benchmark for what "market rate" means there, and one wrong hire sets the whole market entry back by a quarter. We've supported founders making exactly this move, into London, into the Nordics, into the US.
Scaling from the UK into Europe
A UK business that's proven its model at home and now needs to hire sales, delivery or platform leadership simultaneously across two or three European markets, often DACH and the Nordics first, faces a different problem: not finding one great candidate, but finding several, in parallel, without each market's hiring norms colliding with the others.
Scaling from APAC, the US or the Middle East into the UK & Europe
A platform vendor or consultancy with an established base in Singapore, the US or the Gulf and a mandate to open or grow in the UK and Europe needs a partner who already understands the receiving market, not one learning it on the client's clock. This includes Indian technology and consulting firms making their first UK or European commercial hires as they expand westward.
Enterprise expansion across an existing global footprint
For businesses that already operate globally, the challenge usually isn't reach, it's consistency: hiring a Head of CX in London, a RevOps lead in Amsterdam and a Solutions Architect in Dublin to the same bar, on a timeline the board will accept, without each search starting from zero.
The UK & Europe Hiring Guide for CXM and RevTech Teams
Salary benchmarks by role and geography, time-to-fill realities and what the first hire in a new market actually requires. Written for hiring leaders and CxOs.
Let's talk about the role you're trying to fill.
If you're building a Customer Experience, MarTech or Revenue Technology team, we'd like to hear about it.