Sales & GTM Recruiting:

Before sourcing begins, we align on how your business actually grows

How we drive revenue impact:

• Partner with leadership to understand:
• Revenue goals and growth targets
• Go-to-market motion (SMB, Mid-Market, Enterprise)
• Sales cycle length, deal complexity, and buyer profile
• Clarify role expectations by stage:
• What success looks like in the first 30, 60, and 90 days
• How this role contributes to pipeline and revenue outcomes
• Identify where hires will create the most leverage

Outcome:
A clear, shared understanding of how revenue is generated and what type of GTM talent will succeed in your environment.

Top sales and GTM talent evaluates opportunity as much as compensation.

How we partner with leaders:

• Craft a compelling GTM role narrative that highlights:
• Market opportunity and product/service offering differentiation
• Sales enablement, support, and leadership investment
• Career trajectory and earning potential
• Ensure alignment between leadership expectations and what’s presented to candidates

Outcome:
A clear, credible story that attracts motivated, high-performing GTM talent, and filters out misaligned candidates early.

We focus on relevance, not volume

How we source for growth:

• Build targeted talent maps based on:
• Industry, buyer persona, and deal motion experience
• Sales methodology and operating environment
• Track record of performance at comparable growth stages
• Conduct personalized, consultative outreach
• Engage candidates in conversations around impact, growth, and opportunity, not just comp plans and deal flow

Outcome:
A qualified pipeline of GTM professionals who understand your market and are energized by the opportunity.

Sales resumes rarely tell the full story.

How we identify producers:

• Evaluate candidates across:
• Consistent revenue performance and quota attainment
• Deal ownership, pipeline management, and closing ability
• Coachability, resilience, and growth mindset
• Cultural fit and collaboration with marketing, product, and leadership
• Surface strengths, risks, and development needs early

Outcome:
A short list of GTM candidates with proven execution ability and realistic upside in your environment.

GTM hiring fails when expectations aren’t aligned.

How we build revenue momentum:

• Design an interview process aligned to real-world selling scenarios
• Prepare candidates and stakeholders for focused, outcome-driven conversations
• Facilitate alignment across leadership, sales management, and cross-functional partners

Outcome:
Confident hiring decisions supported by data-driven, clear signals - not gut instinct alone.

Closing GTM talent requires trust, timing, and precision.

How we scale the revenue engine:

• Advise on offer structure, compensation mix, and incentives
• Support negotiations and counter-offer management
• Assist with ramp expectations and early success planning

Outcome:
Accepted offers and new hires who are motivated, aligned, and ready to contribute to revenue quickly.