Services

GTM and sales recruiting

We place the people who carry a number. Contingent search for venture-backed startups, pre-seed through Series D.

Which roles do we place?

• SDR
• BDR
• Junior Account Executive
• Account Executive
• Senior Account Executive
• RevOps Manager
• Sales Ops Manager
• GTM Engineer
• Sales Manager
• Director of Sales
• Head of Sales
• VP Sales

Who do we work with?

Founders hiring their first revenue people, and talent leaders at Series A through D who need a specialist alongside an in-house team carrying volume.

When is a recruiter worth it for a GTM hire?

Not always, and it is worth being honest about when. If the role is well understood, the profile is common, and your network already contains three people who have done it, you will fill it faster yourself than any agency will. Founders routinely hire their first two sellers out of their own network and should.

The case changes on three conditions, and it is usually all three at once rather than any one:

• The network is exhausted or wrong. A technical founder's network is full of engineers. It is not a deficiency; it just means the first commercial hire cannot come out of it, and the search has to reach people who have no reason to take your call.
• The profile is contested. Two founders disagreeing about whether the first hire is a closer or a leader will produce a search that finds neither. Most of the value in that case is spent before sourcing.
• The cost of a mis-hire is the quarter. A GTM mis-hire at Seed does not cost a salary, it costs two quarters of pipeline and the founder's attention while they cover the gap. That is the number the fee is actually competing against.

Why is GTM hiring different from engineering hiring?

An engineer's work survives contact with a different company. The codebase changes, the craft does not. A seller's results are made partly of things they did not own — inbound volume, brand, a product that demos well, a manager who removed obstacles. Two people with identical numbers can have contributed completely different amounts to producing them.

Which is why a GTM resume is a weaker signal than an engineering one, and why the interesting questions in a GTM search are about conditions rather than achievements: where the pipeline came from, what they did when the message stopped working, what a loss looked like. A candidate who can answer those has owned a motion. One who cannot may still have hit the number.

What's different about how we work?

The founder of this firm spent years in agency search, made President's Club, then went in-house as the founding recruiter at a venture-backed startup. That second half matters more than the first. It means the intake conversation is about the motion, the pipeline source, and what this person has to do without support, rather than a keyword match against a job description.

Practically, that shows up as a written search brief you see before outreach starts, a first slate framed openly as calibration, and candidates who arrive prepped rather than pitched.

By stage: Seed → · Series A → · Growth marketing → · How we work →