Go-To-Market
Executive Search

Clients We've Served

What “GTM Executive Search” Actually Means

Most executive search firms place executives. Very few understand go-to-market. The difference matters because a GTM leadership hire — a CRO, VP Sales, or CMO — isn't just a talent decision. It's a strategic bet on how revenue is going to get built, and the search process has to reflect that.

M Search was built specifically for this niche. Every search is a GTM leadership search. Graham has spent a decade sourcing, vetting, and placing the people who own go-to-market at complex B2B software companies. That depth of specialization shows up in how mandates are scoped, how candidates are evaluated, and how deals get closed.

GTM Leadership in PE and VC Contexts

A GTM leadership search at a PE-backed software company is not the same as a GTM search at a late-stage startup or a large public company. The mandate is different. The timeline is different. The board relationship is different. The person who thrives in a PE-backed portco has a specific profile: they can operate under financial scrutiny, build quickly without mature infrastructure, and maintain credibility with investors who track every number monthly.

At VC-backed companies, the profile shifts again. Earlier-stage organizations need GTM leaders who can define the motion before optimizing it — someone who has stood up a sales function from scratch, built the ICP from customer conversations rather than inheriting a playbook, and scaled a team through the inflection points that come with Series B and Series C funding rounds.

These are different searches that require different expertise to run. M Search has done both extensively.

The Roles M Search Places

Every search M Search runs is a GTM leadership search. The roles we place:

• Chief Revenue Officer (CRO)

  Full revenue ownership — pipeline, team, board reporting, and the relationship between sales, marketing, and customer success.

• VP Sales

  Field sales leadership and team building. The person who converts pipeline into closed revenue and scales the sales org through the company's key growth phases.

• Chief Marketing Officer (CMO)

  Pipeline-generating marketing in B2B software. Brand, demand generation, content, and product marketing working as a unified motion.

• VP Customer Success

  Net revenue retention and expansion. The GTM leader responsible for ensuring customers renew, expand, and generate referrals.

Mandate Clarity Is the Starting Point

Before M Search opens a GTM search, Graham spends time with the CEO and board to define the mandate precisely. What does the leader own on day one? What is the expectation at 90 days? Who do they inherit, and what decisions about that team are in scope in the first quarter? What does success look like at the end of the hold period or the next funding milestone?

Mandate clarity isn't a preliminary step — it's the entire foundation of the search. Companies that skip it end up evaluating candidates against criteria that don't match the actual job. That produces a hire who was a great interview but the wrong person for the mandate. The second search costs twice as much and takes twice as long.

Cross-Border GTM Leadership

A significant portion of M Search's GTM placements have been for companies expanding from Europe or Israel into the US market. These searches require a different candidate profile — someone who can build an American GTM function effectively from scratch, often while the CEO remains based overseas. The US enterprise market has its own buying culture, decision-making patterns, and relationship dynamics that aren't intuitive to operators who haven't worked in it.

M Search has placed CROs, VP Sales, and CMOs into European and Israeli software companies entering the US market across multiple industry verticals. This cross-border track record is a genuine differentiator — most boutique executive search firms don't have it.

Retained Search Only

M Search runs retained searches exclusively. One mandate at a time, full commitment, Graham works every search personally. That means he's sourcing the candidates, making the calls, running the assessments, and managing the offer. No associate-led process. No delegated sourcing to a junior researcher.

The retained model also means M Search will tell a client when something is wrong before it becomes a problem — when the mandate is unclear, when the comp structure is off-market, or when the search needs to be repositioned to find the right profile.

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