Frequently asked questions.

Evara is a specialist commercial and sales search partner for the intralogistics industry. We place mid to senior sales talent and commercial leaders across material handling, warehouse automation, storage solutions and supply chain technology, working with manufacturers, integrators, dealers and technology providers across the UK and mainland Europe.

Evara is built for businesses across the intralogistics industry that sell technical equipment and systems to operational buyers: forklift and material handling manufacturers and dealers, warehouse automation and robotics integrators, racking and storage providers, and supply chain technology vendors. We are not the right fit for high-volume contingent recruitment or for businesses looking for the lowest fee.

Hiring commercial people in intralogistics is not the same as hiring generalist salespeople. The best people understand throughput, return on investment, integration risk and the operational pressures their customers live with every day, and they are rarely on the open market. A partner who knows the products, the route to market and the competitor landscape reaches better candidates and assesses them more accurately.

Evara was co-founded by Rachel Lunn and Rich Evans. Rachel spent more than eleven years as Recruitment Lead at Toyota Material Handling, one of the world's largest material handling businesses, where she built and ran hiring processes for senior commercial seats across the UK and Europe. That background is why Evara focuses on the intralogistics industry. Rich is an investor and operator who supports senior and confidential leadership appointments.

Business development and account management, area, regional and national sales management, key and strategic account managers, pre-sales, solution and application engineers, and aftermarket, service and parts sales specialists across material handling, warehouse automation, storage solutions and supply chain technology.

Every search is mapped and proactive. We define the role against the commercial outcome it exists to deliver, build a longlist from a live picture of the market, and approach the people who fit rather than the people who happen to be looking. The result is a shortlist of credible, well-briefed candidates who stay and perform, not a stack of CVs sent to demonstrate activity.

The strongest commercial people in intralogistics are usually performing for a competitor and are not browsing job boards. Reaching them takes a mapped, proactive approach and the time to engage them properly, which is what a dedicated search model funds. Contingent recruitment rewards speed and volume rather than the right hire.

Every search runs with a sixty-day shared-risk window. The completion fee is not invoiced until day sixty of the placed candidate's employment. If they leave or are exited inside that window and the original brief has not materially changed, we rerun the search at no additional fee. We also build a structured onboarding plan with the hiring manager to reduce that risk in the first place.

Heads of Sales, Sales and Commercial Directors, Managing Directors, country and regional leaders, and VP or Chief Commercial Officer appointments across the intralogistics industry.

Yes. Most leadership appointments are run discreetly, protecting both the hiring business and the candidates being approached. We run confidential searches with a sanitised brief in market and named-employer conversations only at second-stage candidate meetings.

Yes. We are as comfortable advising on commercial team design and succession as we are filling a single critical seat. Many leadership engagements begin with a conversation about the shape of the function rather than a single vacancy.

A structured picture of the talent landscape before you hire: who the commercial people are in your space, how competitors are organised, and what it takes to attract the people you want. It is intelligence that informs hiring plans, team design, succession and acquisition decisions.

Ahead of growth, before a confidential replacement, or when you are planning team design or an acquisition. Many clients use a mapping engagement to build a pipeline ahead of a role opening, so that when the time comes to hire the groundwork is already done.

Yes. We benchmark compensation against live market data gathered through our searches rather than job-board postings, which tend to understate senior commercial pay. Benchmarks reflect the specific role, seniority and territory rather than a generic average.

No. Every Evara search runs on a simple two-payment structure: a commitment deposit paid up front to cover the strategic work, and a completion fee invoiced on day sixty of the placed candidate's employment. This protects the rigour of the process and means we are accountable for the outcome, not for activity.

Two payments. A commitment deposit is paid up front to start the search and covers the strategic work: role profiling, market mapping, attraction pack and adverts. A completion fee, set as a percentage of the placed candidate's first-year remuneration, is invoiced on day sixty of employment. For a typical Sales Director or Head of Sales search the total fee sits in the high-teens to mid-twenties of thousands of pounds. Managing Director and Chief Commercial Officer searches are scoped at kick-off.

A typical search runs six to ten weeks from kick-off to offer accepted. Director and Managing Director searches sit at the longer end of that range. We will not rush a shortlist to hit an arbitrary deadline.

Evara works across the UK and mainland Europe. The intralogistics industry spans both, with manufacturers, integrators, dealers and end users in every market, so we map and run each search against the geography of the seat rather than the location of our office. We run hybrid and remote engagements wherever the talent pool sits.

Yes, selectively. Our focus is the UK and European intralogistics commercial talent market, including Poland and Central Europe, the DACH region, the Benelux, France and the Nordics. We will include candidates in North America or further afield where a client mandates it and a UK or European pool is the wrong fit.

Many commercial roles in intralogistics are field-based by nature, built around a territory of dealers and end users rather than a desk. Leadership roles tend to be hybrid, with most businesses expecting senior commercial leaders in the office or in front of customers for much of the week. Fully remote is rare above Director level.