Alexander Baker

Alexander Baker is a retained executive search firm founded by Nick Marangas, specialising exclusively in recruiting revenue-critical commercial talent for venture-backed, private equity-backed and growth-stage businesses. The company operates on a retained-only model, rejecting contingency recruitment to ensure complete alignment with client success. Alexander Baker delivers senior leadership, mid-level revenue professionals and specialist go-to-market talent across the full commercial function, from Chief Revenue Officers and Vice Presidents of Sales to Enterprise Account Executives, Sales Directors and RevOps leads. The firm maintains a 100% delivery rate on every retained project over four years, underpinned by deep market mapping, direct outreach to passive talent and rigorous benchmarking against commercial performance metrics.

Alexander Baker specialises in three core sectors: Fintech, RegTech and SaaS. The company works exclusively with businesses operating in regulated markets or high-growth technology environments where commercial talent directly impacts valuation and fundraising outcomes. The firm serves Founders and CEOs scaling from Series A to E, Chief Revenue Officers and Heads of Sales seeking access to top-performing professionals, PE and VC investors building commercial teams across portfolio companies, and Fintech and RegTech scale-ups entering new geographies or moving upmarket to enterprise. Domain expertise in areas such as AML, KYC, payments and regulated buyer behaviour is central to the firm's approach, enabling faster deal closure and credibility with sophisticated buyers.

Alexander Baker operates across four primary markets: EMEA, UAE, United States and Australia. The company is headquartered in London and works with approximately 20% of the top 100 Fintech companies globally. Clients choose Alexander Baker over traditional recruitment channels because the founder personally conducts every market map, outreach and candidate assessment, ensuring no shortcuts and direct access to the top 10 to 20% of performers who are not actively on the job market. The retained model eliminates misaligned incentives, meaning the firm's success is tied directly to client outcomes, not recruitment volume or speed.