GTM RECRUITERS
We are top GTM recruiters specializing in recruiting high performing go-to-market talent for high-growth companies.
★ A Leading GTM Recruiting Agency
As a leading GTM recruiting agency with a team of veteran GTM leaders, we excel at finding and vetting top go-to-market talent.
★ GTM Focused Recruitment Firm
Staffed with veteran GTM leaders, our GTM recruiting agency is expertly focused on go-to-market talent to leverage our experience.
★ The Go-To-Market Talent You Seek
Our go-to-market recruiting agency learns about your ideal hire, and then we conduct a thorough search to find and recruit them.
Contact Our GTM Recruiters
If seeking employment, please use our Candidate Form
As top GTM headhunters and veteran GTM leaders, we have the GTM leadership and effective go to market recruiting strategy to help you hire the best go-to-market talent anywhere.
GTM RECRUITING AGENCY WHO FINDS THE TOP GO-TO-MARKET TALENT YOU SEEK
If you are looking for a GTM recruiter, salestalent.com was founded by veteran go-to-market
leaders. Our mission is to help companies hire high-performing GTM talent that can help them achieve their sales, marketing, and customer success goals. We represent companies across industries, including SaaS, Tech, MedTech, B2B, and PE/VC. Our entire recruiting team consists of veteran go-to-market leaders. Our team has deep GTM leadership and recruiting experience and, therefore, is uniquely equipped to help you hire only the best GTM talent.
- VETERAN SALES LEADERS: All our GTM recruiters are former sales leaders who know how to vet top sales talent. We ensure you never have to talk to an unqualified candidate when working with us.
- WE DON’T POST JOBS, WE HEADHUNT: At SalesTalent.com, we never run job postings to find candidates. Our clients already run job postings and hire us because their postings don’t get quality applicants. We conduct an exhaustive search and multi-channel outreach to passive candidates to find the best.
- ELITE SALES TALENT…FAST: Unlike other GTM headhunters that juggle 20+ openings per headhunter, we cap at three. Fewer roles per headhunter = faster sourcing, tighter screening, and higher-quality candidates.
Year One Retention
93.61%
93% of our placements are still thriving a year later — far above industry norms for sales roles.
Time to Qualified Candidates
7.64 Days
First batch of qualified, interview-ready candidates delivered in an average of less than eight days.
Interviews Per Hire
4.26
We source candidates who match your ideal hire profile and vet them using a custom scorecard.
Our Top GTM Recruiters
Mike Basso is a 20-plus-year veteran sales leader and Founder and CEO of SalesTalent.com. Before founding his software sales recruiting firm, as a six-time executive sales leader, Mike built or scaled six large sales organizations including two in SaaS. Mike has recruited over a thousand salespeople and sales leaders in his career. Mike says he primarily owed his success as a sales leader to his ability to recruit high-performing passive sales talent.
Jamie began her sales career with Saia, where she was promoted nine times in ten years, from entry-level sales to sales leadership. Jamie went on to lead several other sales organizations before joining SalesTalent.com as the software sales recruitment firm's first SaaS sales recruiter. As a software sales recruiter, Jamie has earned rave reviews and high praise through her high-level software sales placements.
Before Howard began his software sales recruiting career, he was an executive sales leader for Levi Strauss for 16 years. After his success at Levi's he helped scale a marketing firm from zero to $70 million as the EVP of Sales. Howard joined SalesTalent.com in 2022 and quickly became a top software sales recruiter by helping companies fill very niche enterprise software sales roles that had gone unfilled for long periods.
Our GTM Recruiting Process
Intake Meeting
Learn requirements, along with culture, goals, and other critical factors for long-term success. Understand key metrics and job responsibilities.
Search Framework & Custom Candidate Scorecard
Build a custom search strategy. Decide on companies and industries to target. Determine passive candidate titles and positions to target. Develop customized candidate scorecard.
Passive Candidate Targeting
Submit an ideal candidate profile for review. Provide specific marketplace intelligence. Make needed adjustments to the proposed target.
Campaign Calibration
Build a specific candidate target list from the master database and other sources. Fine-tune multi-channel outreach messaging strategies.
Candidate Outreach
Conduct multi-channel outreach to candidate target list. Present the opportunity to candidate and assess candidate’s fit against the ideal profile.
Candidate Evaluation
Further evaluate interested and selected candidates through interviews, assessments, and other criteria. Present selected pool of vetted candidates to the hiring manager.
Background & Offer
Work with client on conducting thorough background, reference checks, and extending offers. Assist with candidate transition from old to the new position. Implement post-hire follow-up plan.
Frequently Asked Questions – FAQs
What sets you apart from other GTM recruiting agencies?
The main difference between salestalent.com and other GTM recruiting agencies is that all our GTM recruiters are former GTM leaders who are experts at recruiting and vetting top passive talent. Our process ensures we only introduce top candidates with a history of success who align with your go-to-market startegy.
How long does it typically take to fill a position?
Within approximately two weeks of starting a search, we submit vetted and interested candidates to you. Most hires happen within 30 to 45 days of the search kickoff, but the total time depends on each client’s interview process.
How do your insure candidates you submit are a good fit?
When working with us, we ensure that you never talk to an unqualified candidate by learning your ideal candidate profile and then developing a customized submission scorecard for your search.
Do you offer any guarantees or replacement policies?
All of our search packages have a replacement guarantee. The terms of the guarantee depend on which option you choose.
How long after search kickoff can I have qualified candidates to review?
We generally send you 3 to 5 vetted and interested candidates per position that match your ideal candidate profile and match custom scorecard requirements within two weeks and many times sooner.
Can you help with executive-level or niche GTM roles?
We can help with hard-to-find specialized niche GTM roles or executive-level roles. Our advanced passive candidate sourcing process and extensive go-to-market talent network allow us to target and recruit your ideal hire.
How specific can you get when targeting candidates?
We can get as specific as you need. Using cutting-edge technology and our experience, we routinely deliver passive candidates who very precisely match ideal candidate profiles that specify vertical experience, deal size, sales cycle, target buyer and company persona experience, and more.
What is your pricing structure or fee model?
We work on a contingent or retained model, depending on the type of role and other search criteria. We generally present you with 3 to 4 options with varying fees so that you can select the best option for your needs and budget. NOTE: We only provide permanent placement sales staffing services. We do not offer temporary sales staffing services.
Can you help us with market benchmarking for compensation packages?
Yes. We include compensation consulting and benchmarking, including market-based salary data and variable compensation planning, at no extra cost in all searches.
Can you help with confidential roles?
Yes, we can handle confidential roles. Your role will remain confidential because we never post roles publicly and don’t disclose company details in our outbound messaging.
What is passive candidate sourcing and how is it superior to other recruiting methods?
Unlike posting job ads, which we never do, passive candidate sourcing uses high-touch multi-channel outreach through phone, email, LinkedIn, and other platforms to reach candidates who are generally successfully employed. By using salestalent.com to target only top-level candidates who match your ideal candidate profile, you avoid limiting yourself to poor, unfiltered candidates who usually come from the job postings.
Go-To-Market Roles We Specialize In
Inside Sales
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- Sales Development Rep (SDR)
- Business Development Rep (BDR)
- Inside Account Executive
- Inside Account Manager
- Inside Sales Representative
- Inside Channel Sales
- Sales Engineer
- Sales Operations
Sales Leadership
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- Chief Revenue Officer (CRO)
- Chief Sales Officer (CSO)
- EVP / SVP / VP of Sales
- Director of Sales / Sales Manager
- VP / Director of Inside Sales
- VP / Director of Sales Development
- Director of Business Development
- SDR / BDR Manager
Outside Sales
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- Enterprise Account Executive
- Business Development Executive
- Channel / Partnership Rep
- Key / Strategic Account Manager
- Territory / Account Manager
- Strategic Account Executive
- Regional Sales Executive
- Sales Rep / Account Executive
Verticals We Specialize In
Software (SaaS)
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- Healthcare
- AI & Coding
- Finance
- Sales & Marketing
- Government, Risk & Compliance
- E-commerce
- Security & Privacy
- Cyber Security
- Cloud & IT Management
- Collaboration & Productivity
- Learning & Training
- Supply Chain
- Office
- Retail
- Customer Service
- Development
- Digital Advertising
- Human Resources (HR Tech)
- Accounting & Bookkeeping
- Legal Tech
- Business Intelligence
- Data Analytics
- EdTech (Education Technology)
Technology
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- Hardware
- IoT (Internet of Things)
- IT Infrastructure
- AR/VR
- Hosting
- GreenTech
- VARs
- Robotics
- Drones & UAV
- Telecommunications
- Semiconductors
Medical/MedTech
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- Medical Device
- Pharmaceutical
- Bio-Tech
- Medical Equipment
- Digital Health
- Diagnostic
- AI Healthcare
- Medical Imaging
- Telemedicine
- Healthcare Analytics
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- Aerospace
- Automation
- Automotive
- Building Products
- Biotech
- Chemicals
- Defense
- Electrical
- Energy
- Heavy Equipment
- Industrial
- Logistics
- Manufacturing
- Supply Chain
- Wholesale
Ad Sales
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- Digital Advertising
- Print Media Ad Sales
- Broadcast Sales
- Ad Agency Sales
- OOH Advertising
- Programmatic Advertising
The Evolution of GTM Recruiting
by SalesTalent.com CEO Mike Basso, GTM Talent Expert – Updated August 2025
Go-to-market (GTM) recruiting has undergone more significant changes in the past five years than in the preceding two decades. If you’re still approaching it the same way you did pre-2018, you’re already behind.
I’ve been on both sides. Six times as a sales leader and now running a recruiting firm. I’ve watched GTM hiring evolve from reactive, applicant-driven searches to a highly specialized, data-backed hunt for elite revenue talent. Here’s how we got here.
Then: Post-and-Pray Recruiting
Not long ago, the standard GTM recruiting playbook was simple: Write a job description. Post it on the major boards. Wait for the applications to roll in.
It worked. Sort of. In markets where demand outpaced competition and a healthy supply of available sales and marketing talent was available, this approach effectively filled roles. You would get a mix of solid players, some B-level talent you could coach up, and a few great ones if you were lucky.
But “post and pray” had two fatal flaws: It relied on active job seekers who make up a fraction of top GTM talent. It was slow. Open roles sat vacant for months while revenue targets slipped further out of reach.
Now: Outbound, Targeted, and Sales-Led
The best GTM recruiters today resemble enterprise salespeople more than HR generalists.
Why? Because landing an A-player in sales, marketing, or customer success means identifying them, building rapport, and selling them on why your role is worth their time before they’ve even thought about making a move.
Modern GTM recruiting leans on:
- Outbound sourcing: Hunting for talent the same way your team hunts for customers, targeting specific profiles and reaching out directly.
- Multi-channel outreach: LinkedIn, email, phone, and warm introductions through networks.
- Sales-specific evaluation: Screening for quota attainment, ACV ranges, sales cycle complexity, and success in either transactional or enterprise environments.
This shift has brought GTM recruiting closer to a revenue function than an administrative one. It’s proactive, competitive, and relentless because the stakes are too high for anything less.
The Rise of Specialization
Another major shift: specialization by function and industry.
A recruiter who’s equally happy filling an accounting role and an enterprise SaaS AE role isn’t going to win in today’s GTM market. The talent pool is too nuanced, and the top candidates too discerning, to be won over by someone without deep domain expertise.
Specialized GTM recruiters bring:
- Market intelligence on comp plans and competitor org structures.
- Networks built over years in the field.
- Credibility with candidates because they’ve “been there” in the roles themselves.
Bottom Line: GTM recruiting has gone from passive to proactive, from generic to specialized, and from “HR task” to revenue-critical function. The companies that adapt will land the talent that drives growth. The ones that don’t will keep wondering why they can’t hit their number.
About the Author: Mike Basso is a 20-plus-year veteran sales leader and Founder and CEO of SalesTalent.com. Before founding his sales recruiting firm, as a six-time executive sales leader, Mike built or scaled six large sales organizations. Mike has recruited over a thousand salespeople and sales leaders in his career. Mike says he primarily owed his success as a sales leader to his ability to recruit high-performing passive sales talent.
Mike’s expert advice on sales recruiting and hiring is regularly quoted in media outlets such as Newsweek, Business Insider, MSN, AOL, Nasdaq, Yahoo Finance, Monster.com, HubSpot's Sales Blog, Jobscan, Jobvite, JazzHR, and many more. You can learn more about Mike Basso by visiting linkedin.com/in/salestalent/
What Others Say About Us
After years of struggling with other recruitment agencies (long timelines to hire, poor candidate experience), it's a relief to have found a true extension of our recruitment team in SalesTalent. ⭐⭐⭐⭐⭐ Read on Google
Contact GTM Recruiters
If you need a top GTM recruiting agency, we have the specialized experience and the track record to get you top-performing GTM professionals, including SaaS sales talent. Therefore, don’t settle for unqualified job seekers; let us find your ideal hires. Contact us to learn how our top GTM recruiters can help you hire the top GTM talent you seek.
As sales recruiters, our mission is to learn about your ideal hire, then find and recruit them.