The end-to-end playbook for hiring a first or next GTM executive — readiness and role decision, a Topgrading scorecard, sourcing, a chronological interview architecture, deep references and the close, and a 30-60-90 to de-risk the hire.
Decide whether you actually need this hire now, which GTM exec archetype fits your stage, and whether to run the search in-house or retained.
Pressure-test repeatability before you spend $400K+ on a hire that fails 80% of the time.
Run the repeatability test before any req opens
Revenue is a lagging, noisy trigger. A company can reach $2M ARR on three founder-championed enterprise deals with zero repeatability. Approximately 8 of 10 first VP Sales hires…
Score the player-coach bridge vs. full exec now
Many founders over-hire: they bring a polished VP/CRO into a company that still needs someone carrying a bag. The player-coach bridge is not a compromise — for pre-Series-B,…
Model the cost of a mishire vs. the search
Founders under-invest in the search because the cost of failure is invisible until it lands. Make it visible: the all-in cost of a failed VP Sales hire is $400K–$900K+, frequently…
VP Sales vs. CRO vs. CMO vs. VP CS — and in-house vs. retained search.
Choose the GTM exec archetype for your stage
A VP of Sales owns team and pipeline execution; a CRO is C-level with accountability across sales, marketing, and CS. Hiring a CRO into a founder-led, single-motion company is a…
Decide in-house vs. retained search
Executive search is a CRM problem with a long, relationship-driven funnel. Decide early whether you run it in-house (cheaper, slower, network-dependent) or retain a firm (faster…
Brief and align the search firm or sourcer
A retained firm or in-house sourcer is only as good as the brief you give them. The #1 reason a search drifts is that the firm hunts to a job description instead of your scorecard…
Build the job blueprint — mission, measurable outcomes, and competencies — the foundation of the A-Method.
Define why the role exists and the 5-8 measurable results that define an A-player in 12-18 months.
Write the one-sentence mission
In the Who: The A Method for Hiring scorecard (Geoff Smart & Randy Street), the mission is an executive summary of the role's core purpose — why the job exists, not a list of…
Define 5-8 measurable outcomes
The scorecard's outcomes are 7–10 measurable results the hire must achieve in the first 12–18 months — ranked, dated, and quantified. They are the bridge between mission and…
Translate the scorecard into a candidate-facing role brief
The scorecard is your internal grading instrument; A-players need a candidate-facing narrative that sells the mission and market honestly. Generic JD boilerplate ("10+ years, must…
Define the role and culture competencies and pressure-test the scorecard against your stage.
Select role & culture competencies
Competencies describe how the job must be done given the role and your culture. The Who method's #1 competency is Resourcefulness — "drive, passion, analytic ability,…
Calibrate the scorecard with the board/peers
A scorecard written in a vacuum drifts toward wishful thinking — "unicorn" reqs that no real candidate matches. Calibrate it with 2–3 people who have hired this exact role at this…
Run sourcing like a sales funnel — networks, search firms, an executive pipeline managed as a CRM, and a calibrated screen.
Generate a qualified slate from networks and search, tracked as a pipeline.
Source the slate across networks & search
The Source step of the Who A-Method is where most searches quietly fail — thin top-of-funnel yields a weak slate and a rushed compromise hire. Treat sourcing like demand gen:…
Manage the executive pipeline as a CRM
An executive search is a sales pipeline — long cycle, relationship-driven, multi-threaded. Run it in a tracker with stages, owners, next actions, and velocity, or strong passive…
Keep passive A-players warm with a nurture cadence
The best GTM execs are passive — happily employed, not job-hunting, and frequently not ready this quarter. A search that only counts active candidates throws away its strongest…
A calibrated first screen that filters to true A-player candidates.
Run the calibrated founder screen
The screen exists to de-select efficiently — to spend deep-loop hours only on candidates who can plausibly clear the scorecard. Grade against the rubric from minute one; "I liked…
Design the interview loop & guard against bias
Before the first finalist enters the loop, design the whole sequence — who interviews, in what order, owning which competencies — and install the structure that keeps a…
The chronological Topgrading interview, functional panels, the work/case exercise, and selling the vision back.
The core Topgrading in-depth interview, run by two interviewers.
Run the chronological Topgrading interview
The Tandem Topgrading Interview is the core of the method: a 2–4 hour chronological walk through the candidate's full career, conducted by two interviewers (hiring manager + a…
Run functional panels with a shared rubric
Beyond the chronological interview, assign focused panels so each interviewer owns 1–2 competencies and grades independently before debriefing. This prevents groupthink and…
Run the structured debrief & grade against the scorecard
The Grade/Select step of the Who A-Method is where rigor pays off — or evaporates into "I just have a good feeling." Run a structured debrief that converts independent panel…
A real work exercise plus the founder selling the vision back to top candidates.
Assign the GTM work / case exercise
Interviews measure storytelling; a work exercise measures thinking. Give finalists a sanitized version of your real GTM problem and have them present a diagnosis and 90-day plan…
Sell the vision back to top candidates
A-players are passive, multi-threaded, and rarely chasing your role. The best GTM execs decide on mission, market, and the team they'll build with — comp is table stakes. Run the…
Deep TORC reference checks, back-channel, comp and equity design to current benchmarks, and a clean offer.
Verify the pattern with candidate-arranged and back-channel references.
Run TORC reference checks
TORC (Threat of Reference Check) is the Topgrading honesty mechanism: candidates know upfront they'll arrange calls with each past boss, which causes exaggerators to self-select…
Back-channel the off-list references
Candidate-arranged references are necessary but curated. Back-channeling — reaching people the candidate didn't name, via your own network — is how you confirm the pattern…
Verify track record & run final due diligence
References capture how someone worked; final diligence confirms what they actually did and surfaces any deal-breakers. Exec resumes routinely inflate scope and results — the TORC…
Design a competitive, fair package to 2024-2026 benchmarks and close cleanly.
Design the comp & equity package
GTM exec comp is benchmark-driven and currently soft — Pavilion's 2025 GTM Compensation Report shows median VP+ OTE down ~13% into 2025. Anchor to real numbers, structure the…
Extend the offer and close cleanly
The offer is the last point of failure — A-players have leverage and competing processes. Make the verbal offer first (warm, founder-delivered), resolve objections live, then…
Set the performance bar & exit terms upfront
The kindest and most rigorous thing you can do at the close is make success measurable and mutual — and agree what happens if it doesn't work. Given the 11-month average failure…
De-risk the hire with a structured first-90-days plan built on Watkins' The First 90 Days and the scorecard outcomes.
Set the new exec up to learn fast, secure early wins, and avoid transition traps.
Build the first-30-days learning plan
Michael Watkins' The First 90 Days (the onboarding bible for new leaders) warns that transitions fail when execs act before they understand. The first 30 days are for diagnosis:…
Codify decision rights and the founder handoff
The most common exec-transition killer is not competence — it's a founder who won't let go and an exec with ambiguous authority. The hire you fought to land will quietly disengage…
Translate diagnosis into a 60-day plan and 90-day early proof points, with explicit success metrics.
Set the 60-day plan & secure early wins
By day 60 the new exec should shift from learning to doing — installing operating cadence, making the first talent calls, and banking a visible early win that earns the team's…
Define 90-day success metrics & the review
The day-90 review is where you confirm the hire is on the A-player trajectory the scorecard described — or catch a mismatch while it's still cheap to correct. Define the bar in…
Install the ongoing operating cadence with the new exec
The 90-day plan ends; the relationship doesn't. Most exec failures that look sudden were visible months earlier in a forecast that kept slipping or a 1:1 that quietly went stale.…
