If you need a high-ticket closer, there are three usual ways to find one: post the job on a freelance marketplace like Upwork, use a recruiter, or find them yourself. Each one works for some businesses and not for others.
Full disclosure: I run a recruiting agency for setters and closers, so I'm one of the options on this list. I'll tell you where I'm not the best fit too.
Option 1: Upwork and other freelance marketplaces
You post the job, freelancers send proposals, and you interview and hire through the platform. Upwork is the best-known one, and there are others like Freelancer and Guru.
What's good about it:
- Speed. You can post today and start getting proposals right away.
- Everything in one place. Contracts, messages, payments and each freelancer's past reviews are all on the platform.
- It suits defined work. Hourly appointment setting or a short project fits the way these platforms are built.
What to watch out for:
- You do all the screening. A post can bring in a lot of proposals, and sorting the closers from the people who apply to everything is on you.
- Commission pay. Most closers are paid on commission, but Upwork contracts are hourly or fixed-price. Work out how you'll pay commission through the platform before you hire.
- Fees. Upwork adds a client fee on top of what you pay the freelancer: a percentage of each payment, plus a small fee when you start a contract. The rates change, so check their pricing page.
- The 24-month rule. Upwork's terms say that for 24 months after you meet someone there, payments have to go through Upwork, unless you pay a conversion fee to move the relationship off the platform. That's worth knowing if you want your closer on your own team for the long run.
Option 2: A recruiter
A recruiter finds and screens candidates, and you choose who to hire. How they charge varies a lot. Traditional recruiters often charge a percentage of the hire's first-year pay, commonly around 20%. For commission-based sales roles, a flat fee per hire is common.
What's good about it:
- Someone else does the screening. You only meet people who've already been checked.
- They already have people. A recruiter who works with closers has reps ready to talk to, so you're not starting from zero.
- Replacements. Many recruiters will replace a hire who leaves early. Ask exactly what the conditions are.
What to watch out for:
- Upfront money. Some firms charge a retainer before you see a single candidate.
- Whether they know high-ticket sales. Ask what they look for in a closer and how they check it. A general recruiter may not know what a strong discovery call sounds like.
- Who pays them. If reps pay to be placed, the recruiter may be pushing whoever is next in line, not whoever fits.
This is what I do at Ardenique. I find closers, watch every Loom, talk to the best ones one-on-one, and introduce you to a few who fit your offer. Reps never pay me. You pay nothing upfront, and my flat fee is only due once your closer brings in 5x it in cash collected, or is still with you on day 30. The full conditions are on my placement terms page.
Where I'm not the best fit: if you need someone tomorrow, or you want an hourly contractor for a short project, a marketplace is probably faster.
Option 3: Finding them yourself
You post in sales communities and Discord servers, ask closers you trust for referrals, and reach out to your own network.
What's good about it:
- No fees. You only pay the rep.
- Full control. You choose where to look and how to screen.
What to watch out for:
- Time. Writing the post, sorting applicants, watching videos and running interviews adds up, and it's time away from the rest of your business.
- Knowing what good sounds like. Closers are good at talking, so a confident chat doesn't tell you much. You need a way to see how they actually sell.
If you go this way, here's my step-by-step process for hiring a closer and what to look for in a rep's Loom.
Side by side
| Upwork | A recruiter | Yourself | |
|---|---|---|---|
| What it costs | Platform fees on top of the rep's pay | The recruiter's fee: a flat fee or a share of first-year pay | Your time |
| Who screens | You | The recruiter, then you choose | You |
| Best for | Hourly or short-term work | Commission roles where screening matters | When you have the time and a network |
| Watch out for | Paying commission, the 24-month rule | Retainers, recruiters who don't know sales | How long it takes |
Which one should you pick?
- You need hourly help this week: start with a marketplace.
- You need a commission-based closer for a high-ticket offer and don't want to screen dozens of people: use a recruiter who knows sales.
- You have the time, a network, and you know what a strong call sounds like: do it yourself with a clear process.
Whichever you pick, get the basics ready first: your offer, your lead flow and a clear commission plan. Good closers ask about all three. Here's how to tell if your offer is ready for a closer and how to set up closer commission.
Frequently asked questions
Can I hire a commission-only closer on Upwork?
You can find closers there, but Upwork contracts are hourly or fixed-price, so plan how you'll pay commission before you hire. Upwork's terms also say payments go through Upwork for 24 months after you meet someone there, unless you pay their conversion fee.
How much does a recruiter charge to find a closer?
It varies. Traditional recruiters often charge a percentage of the hire's first-year pay, and for commission-based sales roles a flat fee per hire is common. Ask whether anything is due upfront and what happens if the rep leaves early.
Hiring right now?
I aim to get you 2–3 vetted finalists in about 7 days. You pay only after your rep brings in 5x my fee or reaches day 30.