NextGen SaaS Recruitment’s Post

"We have over $1M in ARR per engineer." What this Series A CEO told me made me think: This is another data point in a key trend. Teams are getting leaner than before. And they're getting more done than before. Multimillion-dollar ARR companies are no longer staffing up with entire armies of employees. And where there used to be entire teams of execs alread built, it's just two up-and-coming leaders. One head of engineering, one head of sales. Not seasoned VPs or C-levels. No head of product or even PMs. These leaders are just looking to add selective ICs to their teams, not looking to build at hyperscale. I get asked a lot how the search industry is changing, and each week I have more and more insider view data points on team composition. Is "GSD mode" the new default? It certainly seems that way. And for folks that are interviewing for the first time since 2021 and 2022, this can often be a surprise. Because the landscape certainly shifted quite fast, and the next generation of companies getting built is following a new playbook. So what's the impact here? Less hiring. High hiring bars. More roles for the hands on folks. And in the long term: more sustainable companies, built on quality of talent rather than quantity of talent. A healthier start ecosystem -- I'll take that any day! 😎

In an industry where hourly billing and staff augmentation are the norm, as Michael Zhang highlights, the challenge will be 'Less hiring. High hiring bars.' This shift calls for agencies to move away from traditional hourly models toward value-based approaches, where compensation is tied to impact and results rather than hours worked. Agencies must rethink their services, align more closely with client goals, and focus on efficiency, innovation, and measurable outcomes.

Our focus is heavily centered on finding GTM leaders for early and growth stage B2B tech companies. In 99.9% of hiring scenarios, they are looking to bring people on who can help grow revenue, valuation, and increase efficiency. When hiring, the most sought after option is to get a marquee hire from a rapidly growth company. They know how to win personally but also come from a culture of winning (box 4). While preferred, not every company is in a postion to hire these folks and am curious what is the best next option: Do you look to hire a top performer from a slow growth company (box 3)? OR Do you look to hire a average hire from a rapid growth company (box 2)?

Only 20% of founders & GTM leaders I speak to can list 5 or more companies they’d like to hire sales talent from 🙅♂️ Have a list! ✅ It could be competitors, companies you know train people exceptionally well, companies selling to a vertical you want to gain more traction in…. Just like you have your target accounts to sell to, you need your target ‘accounts’ to acquire talent from. To hire A-Players, you need a plan and a strategy. And that starts with knowing where the talent you want currently lives 🏠 5 companies is still nowhere near enough, but it’s a start! And it takes a little bit of research. Not just companies that you list off the top of your head! There’s a whole world of companies out there who you’ve probably never heard of. And trust me, they have talent you’d love to hire! Tip – create that list now. Not when you have headcount that you’re desperate to fill! Transcend GTM | Talent Acquisition #startuphiring #gtm #sales

Revenue leaks. Hiring delays. Team churn. Sound scary? As I work with SaaS leaders, I keep hearing the same pain points. Often the real issue is the talent pipeline.... you know what's next😉 If your sales engine is only as strong as its people, then high-impact hiring should be at the top of the list! Yet, so many companies still approach hiring like a checklist instead of a true investment. Why it matters: 💰 Lost revenue opportunities 🧩 Culture fit is a game changer 🚀 The right talent grows Your brand 📈 Long term growth For SaaS leaders looking to accelerate growth and CFOs focused on the bottom line, you know hiring right isn’t just a task—it’s a strategy that pays off long-term. If you’re feeling the hiring strain or need support building a standout team, let’s connect! I’m growing my network of SaaS companies aiming for hires that last and impact that matters. (shameless call to action here 😉- send me a DM) I'm also curious what other hiring challenges SaaS teams are facing? Drop a comment below or reach out 🤝 #saas #saasrecruitment #talent #pipeline #sales #hiring

Hiring the right people is mission critical. If you hire top talent you will get more results with less people than if you would if you hired more people that were B and C players. Stop hiring for the sake of growth, take your time, and ensure that they are a culture add and fit with your team. #presales #saas #hiring #Leadership

Hiring GtM talent in the new year is going to be incredibly competitive. The upcoming market is shifting to candidate-driven, meaning candidates will have their pick of the litter when it comes to their next SaaS startup opportunity. Action our top 3 tips to ensure you are ready for the hiring rush (and that you beat the competition): ▪️ Create an objective hiring scorecard to help you identify best-fit candidates. ▪️ Define your must-have vs nice-to-have criteria. ▪️ Set a strict hiring process and move quickly if you want to close a candidate. Scroll through to learn more about preparing for the upcoming market shift! #gtmhiring #newyear #hiringplans #interviewprocess

🚀 Founders & Sales Leaders: Start Hiring Now for a Strong 2025! 🚀 If you want to set yourself up for success in 2025, the time to hire is NOW. Job flow is already on the rise. Many of our clients are getting ahead of the Q4 hiring surge, aiming to have new hires onboarded and fully ramped up by January. 🔑 Why hiring now gives you an edge: 🏃♂️ Avoid the Q4 Rush: Bypass the last-minute hiring frenzy. 📊 Less Competition: Higher offer acceptance rates and fewer salary negotiations. 🚀 Get Ramped Early: Have your new team ready to go by the new year. 🔄 Minimize Team Gaps: Stay ahead of the typical year-end turnover. 🎯 Top Talent Available: Access better candidates before the market tightens. Don’t wait until it’s too late—secure top talent today to start the new year strong! 💼 (The standard photo of the recruiter with no relevance to the post attached) ☎+1 321 985 6640 💻 Conor@devonshirehayes.com #HiringNow #SalesLeadership #2024Goals #Founders #TalentStrategy #Growth #saleshiring #saashiring #saasrecruitment #salesrecruitment #hiringadvice #thursdaythoughts #hiringmanagers #growthmindset #founders #ceo #vpofsales #cro #revenuegrowth #drivesales #salestips #interact #innovation #conversationstarter

🚀 Hiring A-Players Transforms Businesses—Here’s Proof! 🚀 I recently helped a SaaS startup achieve 81% A-Players across 21 mid-to-executive-level hires. This wasn’t luck—it was strategy. Here’s how we achieved it: 1️⃣ Effective Job Scorecard: We started by clearly defining the Target Candidate—focusing on skills, competencies, behaviors, and the results that drive business success. 2️⃣ Data-Driven Interview Methodology: Implemented an objective process designed to uncover the truth about candidates' past performance while motivating honesty and authenticity. 🎯 Why This Matters: Hiring A-Players doesn’t just fill roles—it builds teams that drive scalable growth, profitability, and sustainable success. 💡 Imagine the Impact of 81% A-Players in Your Business! If you’re ready to stop relying on gut feelings and start building high-performing teams that exceed expectations, I can help. 📩 Let’s connect! Message me to learn how I can teach your hiring managers to: #HiringExcellence #APlayerTeams #RecruitmentStrategy #TopgradingRecruiter #SaaSSuccess #HighPerformingTeams #GrowthMindset #HiringDoneRight

🚀 Unlocking the Future of Tech Sales: Why CEOs & Hiring Managers Should Care 🚀 In today’s fast-paced tech landscape, exceptional sales talent isn't just a nice-to-have—it's a game-changer. As CEOs and hiring managers, you know that your sales team is the driving force behind growth and innovation. But what sets the standout performers apart from the rest? 🔍 Key Traits of Top Tech Sales Professionals: Deep Industry Knowledge - They understand the tech landscape, anticipate market trends, and speak the language of your clients. Customer-Centric Approach - They don’t just sell; they build lasting relationships and offer tailored solutions that address specific client needs. Adaptability - In a world where technology evolves rapidly, they stay agile, learning and pivoting to meet changing demands. 💡 Why This Matters: Investing in top-tier sales talent isn’t just about hitting targets; it's about building a team that drives strategic growth, fosters innovation, and positions your company as a market leader. Is your sales strategy ready for the next leap forward? Let’s connect and explore how the right talent can propel your business to new heights. #TechSales #Leadership #SalesStrategy #Innovation #Growth #CEOs #HiringManagers