Offering
GTM Talent Excellence
We do not replace your recruiters. We teach them to recruit this industry, so your team can hire GTM people from individual contributor through second-line manager with the discipline TRG applies to its own searches.
What it is.
TRG's talent-team enablement line, bringing together Talent Function Enablement and Hiring Optimisation Advisory. A workshop followed by one-on-one coaching that teaches your hiring team how GTM talent is found, assessed, and closed in this industry.
Who it's for.
CEOs, and heads of GTM and HR, whose recruiters, HR leaders, and department heads know the hiring process but not the vertical.
What it delivers.
A team that builds its own nurtured candidate pool, interviews for evidence rather than impressions, and closes GTM hires from individual contributor through second-line manager.
Overview
We do not replace your recruiters. We teach them to recruit this industry.
Most internal talent teams are competent at process. What they rarely have is vertical knowledge: who the right people are, where they sit across the wider solution ecosystem, and how to tell a strong GTM operator from a good interviewee. That gap is where mis-hires come from.
GTM Talent Excellence closes it. It brings together Talent Function Enablement, which installs TRG's method inside your team, and Hiring Optimisation Advisory, which starts upstream by asking whether the problem is really a hiring problem or a go-to-market alignment problem.
The goal is a team that builds its own pipeline and needs outside help less over time. That is the right trade, and we are happy to make it.
Six modules, one industry, delivered as a workshop followed by one-on-one coaching for your team.
Who this is for
CEOs who want their own team to hire GTM talent well, without an outside firm on every seat.
Heads of GTM hiring beneath themselves, who need interviewers that can tell motion, stage, and vertical fit apart.
Heads of HR whose recruiters are strong on process and new to this market.
Executive seats are a different job. They stay with Retained Executive Search.
What’s involved
The extended candidate pool.
Mapping the visible pool, then going beyond direct competitors and partners into the wider solution ecosystem: CRM, business intelligence, predictive analytics, and every adjacent category on the market map nobody can read. Ecosystem breadth also produces a more diverse pool than competitor-only sourcing.
Nurture and market position.
Building warm relationships before you need them, and changing how competitors, partners, and the wider market see you as an employer.
Interview methodology.
Drawing out evidence rather than impressions, and assessing motion, stage, and vertical fit, the three dimensions behind most mis-hires.
The three-interview structure.
A hiring manager conversation, a technical deep dive into what the candidate has actually delivered, and a presentation to a mock team that produces a work product you can examine.
Kolbe module.
An introduction to reading Kolbe results, a licensed third-party instrument, as one input to a human hiring decision. Never a screen or a cutoff.
Offer and close.
Offer negotiation fundamentals, and reading candidate sentiment on counteroffers, competing processes, compensation, and benefits.
Outcomes
500+
GTM placements across 170+ SaaS clients — placing go-to-market professionals in Enterprise Applications since 2000
No internal GTM recruiter yet? We can find one for you first. Hiring your internal GTM recruiter runs as a separate search, and that recruiter then goes through the program with the rest of your team.
A candidate pool your team built and owns, warm before the role opens.
Interviewers who assess evidence against motion, stage, and vertical fit, not gut feel.
A reputation in your market as a place GTM people want to work, built one warm relationship at a time.
GTM hires from individual contributor through second-line manager, made in-house.
Part of this offering
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Which offering is right for me?
Two questions
Who should run the recruiting work?