Hire the GTM Engineer your startup actually needs.
Within 30 days, we define the role and deliver a vetted shortlist of builders who aren't applying. Then we help design and run a role-specific technical assessment.
We've built what your hire will own
Through The Workflow Company, we've designed and operated the systems GTM engineers are hired to own — inside these teams.
It's why we can vet the people who do the work.
Also: Select.dev · Crescent · CandorIQ
Joe helped us hire our full-time RevOps Lead. He sourced strong candidates from his network, sat on the interview panel, gave us written feedback that genuinely helped us decide, and stayed engaged through onboarding so the handoff was clean.
Bottom line, Joe is sharp, diligent, easy to work with, and operates more like a fractional executive than a typical agency consultant.
He took us from broken to functional, helped us hire the person who'd replace him, and walked us through the door on the way out.
Mike Lee — Head of Sales, Archive Is this your search?
- The JD took three weeks because nobody could agree what the role actually is.
- Every applicant matches the keywords. None match the job.
- The candidates you actually want aren't applying — they're employed.
- Nobody on your team can technically screen for it.
- The role has been open six weeks and counting.
- Compensation benchmarks disagree because they aren't benchmarking the same mandate.
If two or more of these hit, you probably don't have a sourcing problem yet. You have a role-definition problem.
Same title. Different mandate.
GTM engineers build across outbound, revenue architecture, AI-powered operations, enablement, data, and automation. That breadth is part of the role — but the right emphasis changes from company to company.
It depends on where the business is now, what it needs to accomplish next, and which systems and capabilities are already in place. One team may need to build an outbound engine from scratch. Another may need to redesign an established revenue stack. Another may need to introduce AI across the GTM organization without creating a mess of disconnected tools and workflows.
They’re all GTM-engineering roles, but each has a different center of gravity and requires a different candidate. A useful requisition defines what this person will own, which outcomes come first, what they're inheriting, and where they need proven depth. Otherwise, you attract capable people across the category without a defensible way to decide who fits.
The offer
The 30-Day GTM Engineer Search
Within 30 days, you'll have a defined role and a vetted shortlist. Technical assessments follow finalist schedules. We work exclusively on one focused search, so our time goes into vetting your candidates — not racing other agencies to your inbox.
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01
A role definition that fits your company
We turn “we need a GTM engineer” into the specific profile your stack, motion, and team require — written as a JD that attracts builders and prices the role correctly. Yours to keep, whatever happens.
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02
A vetted shortlist of 3–5, with evidence
We identify practitioners doing comparable work, approach them individually, and qualify their interest — instead of waiting for job-board applicants. Each candidate comes with a brief: what they've built, how they think, and why they fit. Plus a comp read for your market, so you make the offer with confidence.
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03
A role-specific technical assessment
We help you choose the right format and design the assessment around the work this person will own. We define scoring criteria, join your team for the evaluation, ask the questions that expose depth, and give you a written verdict.
- $5,000 deposit starts the search — credited in full against the placement fee.
- Placement fee: 20% of first-year base salary, due when you hire.
- 90-day retention guarantee: if the hire doesn't stick, we run the replacement search free.
- Stop the search at any checkpoint. If you stop without hiring, you owe no fee beyond the deposit.
Here's how the search runs
Your total time across the search: about four hours. Role definition and the shortlist happen within 30 days. Finalist scheduling may run longer.
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Before day 1
Intake call plus a short written brief from you. We start mapping the market the same week.
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Week 1
A role-definition workshop, then your rewritten JD. Sourcing starts the same day: we identify people doing comparable work and approach them individually.
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Week 2
Shortlist checkpoint: 3–5 candidates with briefs. Your first exit point — if the shortlist is wrong, we recalibrate or you stop.
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From week 3
Technical assessments begin with your finalists and your team. We help choose the format, define scoring criteria, and join the evaluation. Scheduling may extend beyond day 30; verdicts, debriefs, and offer support continue through signature.
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Through day 90
Still accountable: the retention guarantee runs through your hire's first 90 days.
A technical assessment designed for the job
There isn't one right way to assess a GTM engineer. Depending on the mandate, the strongest process might include a live build, a scoped take-home assignment, a portfolio walkthrough, a structured technical interview, or a combination.
We help you choose the right format and design the assessment around the work this person will actually own. Then we join your team for the technical evaluation — not just to observe, but to ask the follow-up questions that reveal depth: why they chose that approach, what they would change under different constraints, where the system could fail, and what they personally built versus inherited.
Everyone on the shortlist has already completed a working conversation and portfolio walkthrough with a practitioner. For finalists, we design the assessment and scoring criteria, help your team run it, and give you a written verdict. You see the evidence from the same angles; you make the decision.
The person screening your hire does the job your hire will do
Joe Rhew — Founding practitioner
Every candidate you meet has been screened live by someone who builds GTM systems daily — from outbound and enrichment to agent pipelines, revenue infrastructure, and AI-powered operations — not keyword-matched by a recruiter working from a checklist.
Joe Rhew Founding practitioner Your shortlist reaches beyond active applicants
Our sourcing engine maps GTM-engineer roles and the practitioners doing comparable work. We approach them individually and qualify interest before they reach your shortlist — including people who would never see or respond to your job post.
Questions hiring teams ask
How do fees work?
A $5,000 deposit starts the search and secures exclusivity. It's credited in full against the placement fee — 20% of first-year base salary — when you hire. If you stop the search without hiring, you owe no fee beyond the deposit.
What does “exclusive” mean?
For 30 days we're the only agency on the search; your own inbound stays yours. Exclusivity is what makes vetting possible — an agency racing other agencies has to send résumés fast, not screen them.
What if the hire doesn't work out?
90-day retention guarantee: if your hire leaves — or you let them go — within the first 90 days, we run the replacement search at no additional fee.
What if the search isn't working?
You can stop at any checkpoint — no lock-in, no negotiation. You keep the role definition, the candidate briefs, and the comp read.
Do you work outside the US?
Yes. The passive market is global and so is our sourcing; comp guidance adjusts to your market and remote/hybrid setup.
Will candidates know my company is hiring?
Only if you want them to. Sourcing can run confidentially — candidates learn your company's name when there's mutual interest.
Do you place fractional or contract GTM engineers?
No — full-time hires only. We specialize in reaching employed practitioners who aren't actively advertising their availability.
Not job hunting. Still open to the right move?
Share your email and LinkedIn profile. If a full-time GTM engineering role matches your experience, we'll reach out personally. No mass outreach, no job-board spam.
Your next GTM engineer probably isn't applying.
Let's define who you need, find builders doing the work, and test the fit together.