Offering
Recruiting Training
For VC portfolio companies reducing external spend on mid-level GTM roles. Your teams learn the method behind The Rosenstein Retained Search Methodology, so they can run those hires themselves.
What it is.
A custom training program that teaches the method behind The Rosenstein Retained Search Methodology to the recruiters and hiring managers who fill your mid-level GTM roles.
Who it's for.
VC portfolio companies reducing external spend on mid-level GTM roles.
What it delivers.
An in-house team that can find, engage, and qualify the right GTM people with the same discipline TRG applies to its own searches, so external spend is kept for the seats that need it.
Overview
Mid-level GTM hires go wrong for a simple reason. Most growth companies have no real pipeline to the people best placed to deliver their go-to-market plan.
The cost of getting hiring wrong is well documented. In Leadership IQ's study of more than 20,000 new hires, managers rated 46% as failures within 18 months.
The best sales, marketing, and product people build their careers on relationships with their customers. They expect any company that wants them to build a relationship with them too. A job ad or a single email will not do that.
What works is two things. First, identifying the right people: those who share your sales motion, your marketing niche, your target client and buying committee, and your geography. Second, turning that into a sustained outreach campaign, so the most coveted people are favorably disposed to your company before they are ever looking.
Referrals and job ads alone do not fix this. The answer is to go to the source, build relationships with the people most likely to succeed, and then, once they are engaged, qualify them properly: technically, emotionally, and cognitively.
Recruiting Training gives your recruiters those skills, so the hires that matter most to top-line growth are set up to succeed sooner, stay longer, and enjoy the role more. You build your brand in the market from the inside.
Most portfolio companies pay outside fees for roles their own teams could fill, because nobody has shown those teams how to run a search properly. The fix is not more agencies. It is a better method, owned internally.
Who this is for
VC portfolio companies that hire the same mid-level GTM roles repeatedly and want to stop paying outside fees for each one.
Executive seats are a different job. They stay with Retained Executive Search.
What’s involved
Sourcing to relationship.
Recruiting methodology from sourcing through engagement to relationship development, including using your applicant tracking system as a CRM, which most are not set up to do today.
AI in research and outreach.
How to use AI to support candidate research, job specifications, and outreach campaigns. Every qualification and hiring decision stays with a person.
Job specifications that work.
How to gather the real must-haves from the hiring manager and team, identify the critical capabilities and experience, and write a compelling, AI-search-friendly job description that gets the attention of the people you want.
Interview coaching.
How to run an interview that tests technical capability and background as well as career goals, so the role fits both the company and the candidate, retention improves, and the ramp-up holds no surprises.
A company-wide interview structure.
A recommended process across departments that cuts steps, speeds decisions, makes sure every candidate hears back, and improves how the market sees your company.
Format.
A remote course delivered online over Zoom, with group lessons, lectures, and Q&A. It can be combined with an in-person session at your site. Biweekly follow-up sessions are available as continuing education on specific topics, including new HR and recruiting technology and technique.
Scoped around your portfolio.
Every program is fitted to your teams and the roles they hire most often.
Outcomes
500+
GTM placements, since 2000
Recruiters who build relationships with the GTM people you want before those people are looking.
Mid-level GTM roles hired in-house, with a repeatable method.
Job specifications and interviews that find the right fit, not just the available candidate.
A faster, clearer interview process that improves how candidates see your company.
External spend kept for the seats that need it.
Which offering is right for me?
Which offering is right for me?
Two questions
Who should run the recruiting work?