Revenue Leaders WhoDrive Predictable Growth
We place sales and marketing leaders who don't just hit quotas—they build scalable go-to-market engines, align teams around revenue goals, and turn your product into a category leader.
Go-to-Market Roles We Specialize In
From individual contributors to revenue leaders, we place talent across sales, marketing, and customer success
VP of Sales / Head of Sales
Sales leaders who build repeatable processes, hire A-players, and scale ARR from $1M to $20M+
Key Skills:
Enterprise Sales, Sales Ops, Forecasting, Hiring
Account Executive (AE)
Quota-carrying closers who run full-cycle sales, navigate complex deals, and exceed targets
Key Skills:
B2B Sales, Demo Skills, Negotiation, Salesforce
VP of Marketing / Head of Marketing
Marketing leaders who own demand gen, brand, and product marketing to drive pipeline and revenue
Key Skills:
Demand Gen, Brand Strategy, Product Marketing
Growth Marketing Manager
Data-driven marketers who run experiments, optimize funnels, and scale acquisition channels
Key Skills:
SEO, Paid Ads, Analytics, A/B Testing, Conversion
Customer Success Manager (CSM)
Customer champions who drive adoption, reduce churn, and expand accounts through value delivery
Key Skills:
Onboarding, Retention, Expansion, Gainsight
Sales Development Rep (SDR)
Top-of-funnel hunters who book qualified meetings, master outbound, and feed the sales pipeline
Key Skills:
Outbound, Cold Calling, Email Sequences, Qualification
How We Identify Revenue-Driving Talent
We assess track record, process discipline, and cultural fit—not just charisma and confidence
Track Record Analysis
We dig into the numbers: quota attainment, deal sizes, sales cycles, win rates, and team performance. We verify claims with references and look for consistent over-performance, not one-time wins.
- •3+ years of quota attainment history
- •Reference checks with former managers and customers
- •Verification of deal sizes and sales cycles
Sales/Marketing Process Evaluation
We assess their methodology: How do they qualify leads? Run discovery calls? Handle objections? Build campaigns? We look for structured thinking, not just "hustle" and "grit."
- •Campaign strategy presentations (for marketing roles)
- •Deep dives into their sales/marketing playbooks
Startup GTM Fit
Selling at a startup is different from enterprise sales at a large company. We prioritize candidates with startup experience who can build from scratch, iterate fast, and thrive without massive budgets.
- •Experience at Series A-C startups preferred
- •Comfort with ambiguity and changing ICP/positioning
- •Track record of building processes from 0→1
Cultural & Values Alignment
Sales and marketing teams set the tone for your company culture. We assess integrity, collaboration, coachability, and whether they'll build a healthy, high-performing team—not a toxic "boiler room."
- •Behavioral interviews on ethics and values
- •Team collaboration and cross-functional work style
- •Reference checks on culture contribution
Why Startups Trust Us with GTM Hiring
We Understand Startup GTM
We've worked with several Series A-C startups and understand the unique challenges: undefined ICP, evolving positioning, limited budget, and the need to move fast. We find candidates who thrive in this environment.
We Verify Performance Claims
Sales and marketing candidates are great at selling themselves. We dig deeper: we verify quota attainment, check references with former managers, and assess whether their success was due to skill or just being in the right place at the right time.
Access to Top Performers
The best sales and marketing talent is rarely on the market. They're crushing quota, earning big commissions, or leading teams at successful startups. We tap into our network to reach these passive candidates and present your opportunity.
Comp Benchmarking & Offer Strategy
We provide real-time comp data (base, OTE, equity, accelerators) for your market and help you structure competitive offers.
Ready to Build Your Revenue Engine?
Let's discuss your go-to-market hiring needs and how we can help you find sales and marketing leaders who will drive predictable, scalable growth. Book a call—we'll share comp benchmarks and a hiring plan.
Typical time-to-hire: 4–6 weeks | Performance verification included | Ramp support provided
We work on both contingency (pay on placement) and retained (exclusive focus for VP and above) engagements. We'll recommend the right model on our first call.