GTM Recruitment Agency
Specialist go-to-market recruitment for B2B technology and SaaS companies. We recruit SDRs, Account Executives, Sales Leaders, and Revenue Operations hires — and we build the scorecards, assessments, and 30-60-90 day ramp plans so every placement actually works out.
Most B2B tech founders have been burned by a bad sales hire. It is usually the same story: a generalist recruitment agency shortlists candidates based on keyword-matched CVs, the candidate interviews well, you hire them, they start, and six months later it is clear they cannot prospect, cannot discover, or cannot close. You have paid the recruitment fee, the base salary, the ramp cost, the opportunity cost of a dead pipeline, and the cost of re-opening the search. The total price tag of a mis-hired SDR can exceed $50,000. For a mis-hired VP Sales, it is often a year of lost revenue and a broken team.
The reason generalist recruiters struggle with GTM roles is that the competencies that predict success in sales and revenue roles are hard to assess through traditional interviews. A great SDR needs to be resilient under rejection, coachable, organised, and willing to make a hundred calls on a bad day. You cannot see any of that on a CV. A great AE needs discovery skill, deal management instinct, and the ability to navigate a buying committee — none of which show up in a screening call where they are answering questions about their career trajectory. A great Sales Leader needs to have actually built a team, not managed one someone else built. The assessment of these competencies requires specific exercises, specific questions, and a specific frame of reference. Generalists do not have it.
There is a second problem: the best GTM talent is almost never actively looking. The top 10% of SDRs, AEs, and sales leaders in any market are already employed, usually at fast-growing companies, usually in the middle of earning meaningful commission. They do not apply to job ads. They have to be approached directly, privately, and with a compelling pitch about your product, market, and commission plan. Posting on Seek or LinkedIn Jobs and waiting for applications will bring you the candidates who are available — which is not the same as the candidates you want.
A GTM recruitment specialist fixes both problems. We know how to assess the competencies that matter, we know where the passive candidates are, and we know how to recruit them. And because we have hired the same roles ourselves — for our /sdr-agency, for our own team, and for dozens of B2B tech clients — we can spot the difference between a great candidate and a well-presented candidate on a 20 minute call.
Not just a CV shortlist. Every engagement includes the systems around the placement — scorecards, assessments, interview frameworks, compensation benchmarks, and onboarding plans. You keep all of it. Pairs with our SDR agency and fractional VP Sales services.
Four phases from kickoff to a productive new hire. Most SDR searches run 3 to 5 weeks. Senior and leadership searches take 6 to 12 weeks.
Three engagement models. We recommend the one that actually fits your role and timeline — not the most expensive one.
20-25% of first year base
Traditional pay-on-placement model for individual SDR, AE, or specialist hires.
25-30% of OTE
Dedicated search for senior and leadership roles. Split into three milestones.
From $8,000/month
Monthly retainer to run your GTM hiring function end-to-end.
Five things that separate us from generalist recruitment agencies.
The most common reason GTM hires fail is that the interview process did not test the competencies that predict success. Traditional interviews reward articulate candidates who can tell a good story about their past. They do not reward the candidate who is slightly awkward in a conversation but can run a brilliant cold outbound sequence, or the candidate who is quiet in panel interviews but has built three high-performing SDR teams. We use a different approach: structured, evidence-based assessment that measures the work, not the performance of the interview.
For SDR hires, the core assessment is a mock cold call. Candidates are given a target persona, a value proposition, and 24 hours to prepare. They then run a 15 minute cold call against one of our assessors playing the role. We score them on opener strength, objection handling, discovery quality, active listening, pivoting ability, and calendar-asking confidence. A great SDR candidate will also ask smart questions about the product and the ICP before the call — most do not. We also run a written exercise: write a three-touch email sequence for a specific target account. This tests research ability, messaging clarity, and basic prospecting craft. Together these two exercises predict on-the-job performance better than any amount of behavioural interviewing.
For Account Executive hires, the assessment is a discovery call simulation. Candidates run a 30 minute discovery call with an assessor playing a persona from a target account. We score on question quality (are they following MEDDICC or a similar framework), pain exploration depth, commercial instinct, ability to navigate a buying committee, and the control they demonstrate at the end of the call when handling next steps. We often follow this with a deal strategy exercise: given a specific opportunity scenario, how would you progress it. Great AEs will ask probing questions, map out a mutual action plan, and identify the champion and economic buyer explicitly. Weak AEs will jump to a demo or focus on product features.
For Sales Leader hires, the assessment is much deeper. We run a strategic planning exercise where the candidate is given a fictional (or anonymised real) company scenario and asked to present a 90 day plan. What would they do in the first 30 days to diagnose, the next 30 to stabilise, and the final 30 to build. We score on framework strength, specific tactics proposed, metrics they would track, and how they would manage stakeholders. We also run deep reference checks — not the fake references candidates provide but back-channel references with people we already know in the market. For leadership hires, back-channel references are often more telling than any interview.
For Revenue Operations hires, the assessment is almost always technical. A dashboard build exercise in Salesforce or HubSpot, a sales process mapping task, a quota allocation scenario, or a forecast accuracy problem. RevOps is a craft role — the candidate either can do the work or they cannot, and interviews are a poor way to discover the difference. A 90 minute practical exercise is almost perfect.
All of this is captured in a scorecard that your hiring panel uses during the final rounds. Every interviewer is scoring the same criteria with the same rubric. Decision meetings become data reviews rather than opinion exchanges. The result is fewer mis-hires, faster decisions, and a documented audit trail of why you hired — or passed on — each candidate. These scorecards, assessments, and interview guides are yours to keep. Many clients run their second and third GTM hires on the same framework without engaging us again, which is how it should be.
GTM recruitment engagements for B2B tech companies across ANZ, UK, and US markets.
Build comp plans, model SDR capacity, and benchmark quotas before you kick off a search.
We work best with B2B technology and SaaS companies hiring their first, second, or third GTM team. That usually means companies between seed and Series C, with an existing product in market, a founder or CEO who is committed to investing in sales, and a willingness to pay market rate for the talent they want. We handle everything from a founder hiring their first SDR to a Series B company building out a complete revenue organisation with an AE pod, a sales leader, a RevOps function, and a demand gen lead.
We are the wrong fit if you are hiring engineers, product managers, designers, or non-GTM roles — we do not cover those and we will recommend a specialist who does. We are also the wrong fit if you want the cheapest recruiter on the market, because we do not compete on fee. Our assessments and framework build take real time, and the fees reflect that. We do not run a high-volume contingent model where we fire CVs at clients and hope one sticks. We are the wrong fit if your interview process is broken upstream — three week decision cycles, no clarity on the scorecard, conflicting opinions in the hiring panel — and you are not willing to fix it. No recruiter can compensate for a broken hiring process on the client side.
Where we shine is the engagements that combine recruitment with hiring systems. A founder who wants to hire their first SDR but also wants to build the scorecard and onboarding plan they can reuse for future hires. A Head of Sales who is building their first AE pod and needs help designing the interview loop as well as sourcing the candidates. A CEO running a VP Sales search who also wants compensation benchmarks and a 90 day plan the new hire inherits on day one. These are the engagements where our work compounds: the placement is valuable, but the systems we build alongside it are what the client keeps and reuses for every future hire.
We also work well with clients who are combining recruitment with our other services. Common patterns include using our /sdr-agency to keep pipeline moving while we recruit an in-house team, bringing in a fractional VP Sales during a permanent leadership search, and pairing recruitment with sales enablement so new hires land in an environment where the playbooks, tech stack, and ramp plan are already in place. These combined engagements produce faster time-to-productivity and fewer early-stage mis-hires than any single-service approach.
Twelve questions we get asked on every GTM recruitment call.
Deep-dive into strategies and best practices from industry experts
Master B2B go-to-market strategy with a practical 2025 framework. Clear steps, real examples, and the metrics that actually move revenue.
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Jamie Partridge•13 min readBook a hiring call. We will scope your role, share market comp benchmarks, and recommend the engagement model that fits your timeline.
