How to Hire a World-Class GTM Team

How to Hire a World-Class GTM Team
READYY Talent presents a guide to hiring top talent in the competitive enterprise software industry.
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Executive Summary
Competitive Hiring
Hiring top talent is a critical priority for growing organizations in a competitive marketplace.
Specialized Expertise
The Tayler Group offers specialized FinTech and Enterprise Tech search and talent advisory services.
Comprehensive Guide
This document provides strategies for pre-hiring preparation, hiring plan development, and execution.
Common Pitfalls
Learn about common mistakes growing tech firms make when hiring talent.
Pre-Hiring Checklist
Hiring Plan Development
1
Evaluate Role Options
Consider factors like organizational goals, leadership team strengths, and function maturity.
2
Prioritize Hires
Align hiring priorities with business strategy and goals.
3
Define Execution Plan
Choose external search firms if needed and outline the hiring process.
4
Create Profiles
Define desired candidate profiles for each role.
5
Establish Process
Set up a structured hiring process tailored to your needs.
Sourcing Strategies
Referrals
Leverage personal networks and implement referral bonuses.
LinkedIn
Use for lower to mid-level roles if brand has presence.
Internal TA
Useful for junior to mid-level roles and process management.
Search Firm
Ideal for senior roles and high-quality candidate sourcing.
Interview Process Best Practices
Structure
3-5 stages, 2 interviews per week. Senior hires: 45-90 min interviews. Junior hires: 30-45 min interviews.
Consistency
Develop clear assessment criteria. Ensure all interviewers have a consistent company story.
Two-Way Process
Start with interviewer's story. Include social interaction at the end to build relationships.
Feedback
Use scorecards throughout. Consider ATS for managing multiple processes, but don't over-rely on them.
Offer Process Management
1
Pre-Hiring Preparation
Understand offer parameters and collaborate with TA/search firm.
2
Ongoing Expectation Management
Discuss compensation requirements throughout the process.
3
Pre-Close
Confirm candidate's position and manage compensation expectations.
4
Offer Presentation
Get verbal acceptance, then have senior leader present offer.
5
Post-Offer Engagement
Regular check-ins to keep candidates engaged and minimize counter-offer risk.
Common Hiring Mistakes to Avoid
Poor Candidate Experience
Failing to maintain clear communication and leaving candidates in the dark about their status in the process
Disorganized Process Management
Letting resumes pile up and lacking a systematic approach to candidate evaluation and tracking
Excessive Time to Decision
Drawing out the hiring process too long, risking loss of top candidates to competitors
Over-Emphasis on Technical Criteria
Focusing too heavily on technical qualifications while overlooking cultural fit and soft skills
Insufficient Leadership Involvement
Senior leaders delegating too much of the hiring process, missing crucial evaluation opportunities