Hiring for revenue roles needs precision.
You don't need more candidates. You need the right ones, evaluated against the actual shape of success in your business.
Hiring outcomes
Across 50+ SaaS teams
Faster time-to-hire
Offer accept rate
Bad-hire rate
First shortlist
The hidden cost of generic hiring.
Vague role definition
Job descriptions written for posting, not hiring. No clear outcomes, no real signals.
Resume-driven shortlists
Logos and titles get prioritised over execution evidence. The wrong people advance.
Slow loops, weak signal
Eight-week cycles ending with a coin-flip decision and a hire that unwinds in two quarters.
A repeatable system, embedded in your team.
Define success first
Co-build a Role Canvas: outcomes, signals, context, and what 'great in 12 months' looks like.
Source for signal
Targeted, contextual outreach. We don't blast, we map and qualify against the Canvas.
Evaluate for execution
Structured deep-dives on past wins, decisions, and outcomes, with evidence you can interview against.
Across the GTM org.
From first hires to scaling teams across regions.
SDR / BDR teams
Build pipeline orgs from scratch or scale existing teams.
Account Executives
Mid-market and SMB closers with clean numbers.
Enterprise Sales
Complex deals, multi-threaded motion, long cycles.
Customer Success
Retention, expansion, and trusted-advisor talent.
RevOps
Operators who own systems, data, and the math.
GTM Leadership
VPs and Heads who scale teams and own the number.
Define your next hire properly.
Start with a Role Canvas session, no commitment, no sales pitch.