The appointment owns
The head of GTM sets a shared commercial plan and review rhythm, with explicit decisions on channels, capacity and customer feedback.
permanent hiring brief
Hire a Head of GTM
Hire a Head of GTM: appoint a continuing leader for the commercial plan, team capacity and the decisions that connect product, marketing and sales.
Brief us on this role →Head of GTM briefChoose a part of the brief
Part 01 / 04
Commercial plan
Name the markets, customer segments and route to revenue the leader must prioritise.
Part 02 / 04
Team design
Set which managers report in, what capability is missing and who owns hiring.
Part 03 / 04
Investment choices
State the budget, channel and capacity decisions the head can make.
Part 04 / 04
Executive line
Decide which outcomes are reported to the CEO and how product trade-offs are resolved.
Hire a Head of GTM: what must the role own?
Name the markets, customer segments and route to revenue the leader must prioritise.
Commercial planName the markets, customer segments and route to revenue the leader must prioritise.
Team designSet which managers report in, what capability is missing and who owns hiring.
Investment choicesState the budget, channel and capacity decisions the head can make.
Executive lineDecide which outcomes are reported to the CEO and how product trade-offs are resolved.
Role reference: Stage 2 Capital: guide to hiring your first GTM leader. The practitioner guide distinguishes a first commercial leader who can build a repeatable motion from a later manager of an established team. Use the actual company stage to set the remit.
What changes when the Head of GTM is permanent?
A head of GTM has organisational authority and a plan to run across teams. Do not use the title when the need is a single hands-on operator or a GTM engineer who builds the data and workflows underneath the plan.
permanentChoose a part of the brief
Part 01 / 04
Seat
Describe the continuing role, reporting line and decisions the appointment will own.
Part 02 / 04
Search
Set the evidence and assessment criteria before comparing candidates.
Part 03 / 04
Offer
Confirm employment terms, authority and any conditions before the offer is accepted.
Part 04 / 04
Induction
Arrange access, introductions and a clear first assignment.
How would this work in a real brief?
The hiring decision becomes clearer when the work and its boundary are written down together.
Illustrative brief · a growing multi-channel business
Sales and marketing teams each have plans, but no single owner chooses which segment receives people and budget next.
The head of GTM sets a shared commercial plan and review rhythm, with explicit decisions on channels, capacity and customer feedback.
Another owner retains
The CEO keeps company strategy and major investment approval; functional managers coach and deliver within the plan.
How should you assess Head of GTM candidates?
Put the same work and evidence in front of each candidate before comparing answers.
The evidenceChoose a part of the brief
Part 01 / 04
Allocation decision
Ask candidates to reallocate a constrained budget across two customer segments.
Part 02 / 04
Manager evidence
Request a concrete example of improving a manager-led function.
Part 03 / 04
Product interface
Test how customer evidence becomes a product decision without promising features.
Part 04 / 04
Board clarity
Ask for a concise explanation of a missed commercial target and the corrective decision.
Acas recommends a consistent, fair selection process: choosing who to interview.
Does this hiring pattern fit the work?
Test the amount of the week, the expected end and the continuity needed before writing the contract.
The working pattern · permanent
A permanent Head of GTMAn employee holds a continuing full-time seat. Assess the long-term remit, reporting line and induction plan.
What must happen before the Head of GTM starts?
Agree budget, team and pricing authority with the CEO.
A clear startChoose a part of the brief
Part 01 / 04
Mandate
Agree budget, team and pricing authority with the CEO.
Part 02 / 04
Evidence
Share segment economics, pipeline quality and product constraints.
Part 03 / 04
Team
Map reporting lines and capability gaps.
Part 04 / 04
Review
Set the first executive decision point and the measures it needs.
- 1
Mandate
Agree budget, team and pricing authority with the CEO.
- 2
Evidence
Share segment economics, pipeline quality and product constraints.
- 3
Team
Map reporting lines and capability gaps.
- 4
Review
Set the first executive decision point and the measures it needs.
A useful Head of GTM brief names the decision, the working pattern and the evidence before it names a candidate.
What should the brief say?
Hire a Head of GTM begins with commercial plan, a stated working pattern and the evidence you will ask every candidate to show.
15 minutes · video or phone
Brief us on a Head of GTM
Tell us what the role must own, how it will work and when it must start.
- 01A brief built around the decisions and working pattern.
- 02A shortlist of 3–5 with pay or day rate, availability and IR35 position set out.
- 03Five-stage vetting before a candidate reaches you.
Pick a day that suits · live availability
