Hire the GTM Engineer your startup actually needs.
Within 14 days of approving the role, receive an initial vetted shortlist of 3–5 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, Joe and the team have built production AI, automation, data, and revenue systems inside these companies. That firsthand operating experience is what lets us evaluate the people who will own them.
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 GTM Engineer Search
Every search is led personally by Joe Rhew. Within 14 days of role approval, you'll receive an initial vetted shortlist of 3–5 builders. 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 non-refundable 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 placement guarantee: the original placement fee becomes a one-time credit toward one replacement placement.
- 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. The 14-day clock starts when you approve the role definition. Finalist scheduling may run longer.
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Before the clock starts
An intake call, short written brief, and role-definition workshop. We turn the mandate into a rewritten JD and prepare the market map.
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Day 1
You approve the role definition and sourcing begins. We identify people doing comparable work and approach them individually.
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By day 14
You receive an initial vetted slate of 3–5 candidates, each with a brief on what they've built, how they think, and why they fit.
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Until hire
We assess finalists, join debriefs, guide compensation, and support the offer. If the initial slate doesn't produce a hire, we recalibrate from your feedback and continue sourcing under the agreed brief.
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First 90 days
The one-time replacement-credit window runs through the original 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 — Founder and lead recruiter
Joe personally leads each search and screens every candidate. He previously led operations at Uber and Uber Eats, including helping launch Uber Eats across 30 Canadian cities; later co-founded and served as COO of Tyltgo, a venture-backed logistics startup; and now builds production AI, automation, data, and revenue systems through The Workflow Company. He evaluates the same business judgment and technical depth the role demands.
Joe Rhew Founder and lead recruiter 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.
Is the deposit refundable if the search doesn't work out?
No. The deposit is non-refundable: it pays for the role definition, sourcing, interview design, and vetting work we do during the search. When you hire, it's credited in full against the placement fee, so a successful search costs you nothing extra for the deposit.
What does “exclusive” mean?
During the active search, we're the only agency working on the agreed role; your own inbound candidates and referrals remain yours. The search continues until you hire or either party ends the engagement.
What if the hire doesn't work out?
If the original hire leaves or is let go within the first 90 days, the placement fee already paid becomes a one-time, non-refundable credit toward one replacement placement in the same or a substantially similar role. The replacement fee is 20% of the replacement hire's first-year base salary. If it is higher than the credit, you pay the difference; if it is lower, there is no refund and no remaining credit. The replacement hire does not begin a new guarantee period.
What if the search isn't working?
We recalibrate from your feedback and continue sourcing under the agreed brief. You can also stop at any checkpoint; you keep the role definition, candidate briefs, and compensation read, and owe no fee beyond the deposit.
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.
The framework behind the search
We publish how we define GTM-engineering work and how we measure the market — the same framework every search runs on.
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How to hire a GTM engineer
A hiring guide for GTM engineers: define the domain mix before the JD, source practitioners who aren't applying, and assess with a work sample built around the mandate.
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GTM engineer interview questions
How to design a GTM engineer interview: what each of the five rounds settles, six core questions from our bank, and what no single round is allowed to decide on its own.
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GTM engineer vs the other GTM roles
How a GTM engineer differs from the specialists who traditionally own each of the nine capability domains, and why one AI-fluent builder can now span several.
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The GTM Engineer Taxonomy
A versioned framework of 9 capability domains and 4 build approaches for describing what a GTM engineer owns and how they build it — v2026.1.
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The GTM engineer career path
How a GTM engineering career actually advances: which capability domains you own, what your company's growth decides, and the move available to you regardless of where you work.
Your next GTM engineer probably isn't applying.
Let's define who you need, find builders doing the work, and test the fit together.