How we evaluate GTM talent: our method (and why it's faster)

Hiring commercial talent usually lives between two extremes: endless processes that make you lose the best candidates, or rushed decisions you pay for dearly a few months later. We work to be in the middle: fast, but with rigor.

In our GTM searches we reach a time to shortlist of 8 days (the first list of pre-selected candidates) and an average time to hire of 35 days (through to hiring). That speed doesn't come from skipping steps, but from having a clear method. We'll walk you through it step by step.

Step 1: understand the business before the résumé

We don't start with the candidates; we start with your company. Before looking for anyone, we understand your way of selling, your stage, your ideal customer and what “a great profile” means for your SaaS at this specific moment. Without that context, any evaluation is a generic mold that doesn't work.

Step 2: define the criteria that matter

With the business clear, we translate that profile into concrete, measurable criteria: commercial target attainment, the size of the deals handled, affinity with your sales motion and your ICP, and experience in your stage. Defining this before interviewing is what avoids deciding by “good impression” and lets you compare candidates by the same yardstick.

Step 3: specialized sourcing

We proactively look for the profiles that fit, without waiting for them to come on their own. Knowing the GTM talent market —where they are, how they move, what motivates them— is what lets us build a solid list in a few days instead of weeks.

Step 4: evaluation against the reality of the business

Each candidate is evaluated against the criteria defined in step 2, not against an abstract ideal. We review their track record of results, understand the context in which they achieved them (closing at a company with a known brand isn't the same as at an unknown startup) and validate that their way of selling fits yours. We present only those who pass that filter.

Step 5: shortlist and support through to the close

We deliver a short list of already-evaluated candidates —not a pile of résumés for you to filter— and support the whole process through to hiring: coordination, feedback, negotiation and close. That support is part of why the time to hire stays short.

Speed with rigor, not instead of rigor

The 8 and 35 days aren't a marketing promise: they're the consequence of an orderly method. Every profile we present has already been through a serious evaluation, so speed never works against the quality of the decision.

This method relies on understanding well the profile you need. If you're still defining it, see: How to hire the right salesperson for your SaaS. And part of our advantage is access to talent from other regions: GTM talent nearshoring

Hire GTM talent without choosing between speed and rigor

If you need to fill a commercial role fast but well, let's talk. We'll show you how we'd apply this method to your specific search. This article is part of our GTM Recruiting guide‍