How To Hire The Right Go To Market Team For Your SaaS Company

You've built a great SaaS product, but how can you ensure that your customers will love it? The answer is to hire a go-to-market (GTM) team that's as passionate about selling your product as you are about building it. It's not easy to find the right GTM team for your business—and this is even more challenging if your company isn't yet well-established in the market. But with some preparation and guidance from sales experts who have been there before, you'll be able to hire top talent for every role on your GTM team and bring new customers into your funnel faster than ever before!

What does a GTM team do?

A GTM team is made up of people who help you grow your business. They are the face of your company, they build relationships with customers, and they help customers use your product effectively.

So what exactly do they do?

In short, GTM teams ensure that a customer has everything he or she needs to use the product successfully. Then they work on ensuring said customer's success with the company well after their purchase—before long, these folks can become invaluable assets for any SaaS company.

How do businesses typically hire their teams?

Hiring is a skill. And like many other skills, it’s something that can be learned and honed over time.

Businesses typically hire their GTM teams by using a mix of inbound and outbound hiring tactics, often based on the current needs of their business. These methods include:

• In-depth interviews with potential candidates, who are then assessed by hiring managers or recruiters on skills such as communication ability and problem-solving skills.

• One-on-one meetings with senior executives to determine whether there is alignment between what they stand for as individual team members and the culture at your company.

What are the challenges in hiring GTM teams?

But what are the challenges in hiring GTM teams? The first is finding the right people. It’s one thing to hire a team that has the experience, but it’s another to find someone who fits with your company culture and can work well with his or her colleagues. This is particularly challenging for smaller companies, where everyone tends to wear many hats, and not everyone plays well together. Finding someone with both technical chops and business acumen can be hard—but if they don't have both, likely, they won't stick around long enough for you to reap their full value (unless they're just a contractor).

The second challenge is retaining those employees once they've joined your company—a lot of money goes into recruiting talent these days, so keeping them around can be tricky! The best way I've found is by offering benefits such as flexible schedules or telecommuting options; whatever makes people happy will keep them around longer!

Here's how to hire a GTM team for your SaaS business.

Here's how to hire a GTM team for your SaaS business:

• Create a job description. What’s the ideal candidate look like? What are the key responsibilities of this role, and what skills will they need to do them well?

• Post the job description on relevant sites. You can post it on LinkedIn or any other platform where potential candidates might be looking for work. If you have an existing employee base, ask them for referrals of people who would be good fits for this position.

• Screen candidates with an online application form and phone screen (if possible). Ensure applicants demonstrate the skills and experience listed in your original job description. You should also find out how they would approach their role if hired by asking questions such as “Why do you want to work here?” or “How would you sell our product/service if we only gave you one minute?”

1. Align on the mission and make sure it's inspiring.

When building your go-to-market team, it’s important to have a clear vision and mission. You need to make sure that every member of the team understands and buys into this mission. You also must ensure they all understand how their role contributes to achieving the company’s goals.

A compelling mission is one of the most important things you can put together when building a go-to-market team. A great example of this is Zappos – they believe in delivering happiness through great customer service by creating an environment where employees are happy and empowered, no matter what job they do (even if it is just for $1). As such, their company culture has been highly successful in attracting top talent from all over the world who are passionate about creating an amazing customer experience by simply being themselves every day at work!

2. Create core competencies for the roles you need.

• Create core competencies for the roles you need.

Core competence is a skill or set of skills that are essential to executing in your role. Core competencies help you determine what skills you need in which employees, and they help them figure out if they're a good fit for the job. The process should be specific to each role—it's not enough to say "good at Excel" because there are many ways to be good at Excel, so it won't help us determine who has the right skill set for our team. You might be great at building models but terrible at communicating with clients, while someone else on your team could thrive in situations where she needs to explain her work but lack technical skills when it comes time to build an analysis model.*

3. Find candidates who have a proven track record of success.

By now, you should have a good understanding of what it takes to attract and retain customers. You know the products and services your customers need, you've identified your target audience, and you've considered how much effort it will take for your company to get in front of them. Now comes the fun part: hiring!

The best way to hire for this position is by finding candidates with experience doing what they're hired for. If they still need to gain that experience, find someone who has worked at another company where they had similar responsibilities (though not necessarily in the same role).

A little effort goes a long way in helping you build a great team that can represent your business well!

Ask for references

You can use this referral check to ask about a candidate's fit for the role. It'll also give you an idea of how well they've worked in their previous roles and what other people think about them as professionals.

Set up an interview process

An interview process will help ensure that only the best candidates get through to your hiring managers, so make sure that each stage is designed to test them on skills relevant to the role (i.e., have a coding test for developer positions).

Use data-driven sales processes

Data helps us understand who our customers are and how they behave; it gives us insights into the market opportunity, costs, and revenue potentials – all factors which will guide decisions around hiring Go To Market teams or individual members of those teams

Conclusion

Hiring the right go-to-market team is essential to a company’s growth. The wrong talent can slow down momentum and have a lasting impact on the company.