Content Library
GTM hiring intelligence, market signals, and recruiting frameworks. Newsletters, essays, and videos, all in one place.
How to assess a revenue leadership hire before the numbers can. Research with six commercial operating partners across PE, venture, crossover and fractional models.
What a CMO costs at a lower mid-market PE-backed cybersecurity software company, what motivates candidates, why they say no, and how to assess them. Drawn from a completed retained search.
What it costs to hire a health tech sales leader: base and OTE by level, the seven segments of health tech sales, deal economics, and what actually moves candidates. Built from a live US CRO search across ~290 leaders.
GTM and sales compensation across the Office of the CFO software stack: IC through CRO, by subsector and geography. Built from 974 screened candidates across five searches.
How to build, hire, scale, and underwrite the FDE model: unit economics, hiring archetypes, an account-qualification scorecard, and a valuation playbook for operators and investors.
The hiring playbook for PE-backed non-US software companies entering the US: building the first commercial beachhead with no brand recognition and no playbook.
The venture-backed cut of the US expansion playbook: first GTM leadership hires for foreign-HQ startups scaling into the American market.
Benyamin Holley (Apero Advisors), from a conversation with Graham: the right commercial hire, a CRM that tells the truth, and only then the agent layer.
Generalist search firms bring a rolodex. PE-backed software companies need someone who understands what a 3.5x MOIC actually demands from a CRO. There's a difference.
European and Israeli software companies entering the US market don't just need a VP Sales. They need someone who can build the playbook from scratch with no resources and no brand recognition.
Functional Capability. Achievements & Attitude. Customer Domain. Technical Acumen. Four dimensions, weighted by context. This is the rubric behind every submittal we make.
The placement isn't done when the offer is accepted. It's done when the candidate starts. Here's the 48-hour playbook for protecting a hard-won close.
Every client says they want a builder. But most interview processes aren't designed to surface it. Four questions that separate real zero-to-one operators from people who've inherited a running engine.
After Marlin Equity's investment, Altvia needed executive and mid-level talent across GTM, sales, delivery, and HR. M Search delivered 10 hires across 8 searches with a 75.1% submittal-to-interview rate.
Baseten needed Forward Deployed Engineers combining elite software engineering with customer-facing communication. 6,164 candidates sourced, 8 elite engineers placed.
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