Menu

Hire the right GTM Engineer, fast.

3–5 vetted candidates in 14 days, screened by people who do the work themselves. 20% of base, only if you hire.

See how the search runs

Where we've done the work

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 Mike Lee Head of Sales, Archive

Every applicant lists Clay. Few can show what they built.

  • 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, data, RevOps, AI and automation. The right mix changes by company.

One team needs outbound built from scratch. Another needs its revenue stack rebuilt. Another needs AI across GTM without a mess of tools.

Same title, different hire. Pin down what this person owns and what comes first, or you'll attract capable people with no way to choose.

  1. 1. Build outbound from scratch Early stage. No outbound motion yet; the hire builds the engine.
  2. 2. Redesign the revenue stack An established stack that works, but not at the next scale.
  3. 3. Bring AI across GTM AI introduced across the team without a mess of disconnected tools.
9 capability domains Title: GTM Engineer Build outbound from scratch Early stage. No outbound motion yet; the hire builds the engine. Title: GTM Engineer Redesign the revenue stack An established stack that works, but not at the next scale. Title: GTM Engineer Bring AI across GTM AI introduced across the team without a mess of disconnected tools.
Outbound Owns Touches Touches
Enrichment & Intelligence Owns Touches Owns
RevOps Touches Owns Touches
Data Engineering Touches Owns Supports
Analytics Supports Supports Touches
Growth Supports Touches Touches
Lifecycle Marketing Touches Touches Supports
Internal Tools Touches Touches Owns
Systems Admin Touches Owns Supports
Owns — the center of gravity Supports — real depth needed Touches — familiarity is enough

The offer

The whole deal

We screen every candidate ourselves. You meet 3–5 within 14 days. You pay 20% only if you hire. We ask for 45 days as your only recruiter.

  1. 01

    A role brief from the intake call

    One call to agree what the role owns and pays. You keep the brief and a rewritten JD.

  2. 02

    A vetted shortlist of 3–5

    People already doing the work, not applicants. Each comes with a brief on what they've built and a comp read.

  3. 03

    Every candidate screened by a builder

    We walk through each candidate's real work before you meet them: what broke, what they fixed, what they built themselves.

What it costs

20% of first-year base salary, only when you hire

  • No retainer. No deposit.
  • 90-day guarantee: if the hire leaves, the fee goes toward a replacement.
  • 45 days exclusive. Your referrals and inbound stay yours.

Here's how the search runs

Your part: one intake call. The 14-day clock starts there.

  1. Day 1

    Intake call. We agree what the role owns and pays. Sourcing starts that day.

  2. Days 1–14

    We approach people doing the work and screen each one.

  3. By day 14

    3–5 vetted candidates, each with a brief.

  4. Until hire

    You interview. We recalibrate, continue sourcing under the agreed brief, and support the offer.

  5. First 90 days

    If the hire leaves, the fee goes toward a replacement.

Add-ons, credited against the fee

If we place your hire, they cost nothing extra. If we don't, you keep the work.

Case study or assessment design

Built around the work this person will own, with scoring criteria:

  • Live build
  • Scoped take-home assignment
  • Portfolio walkthrough
  • Structured technical interview

Or a mix.

Joining your interview loop

We sit in on any round, ask the follow-ups, and write a verdict:

  • Why that approach?
  • Where could the system fail?
  • What did you personally build, and what did you inherit?
Custom engagement

Scoped with you. For example:

  • A GTM audit before we scope the role. We review your stack and processes, then define the capabilities and experience the hire needs.
  • Onboarding for your hire: working sessions, knowledge transfer and training on the current stack.

You make the decision.

How this compares

Typical agencyMarketplace
Recruits only GTM Engineers
Screened by someone who does the work
No retainer or deposit
Your role pitched once, not by five recruiters
Help with assessments, interviews and onboarding
Fee 20%20–25%15–20%
  • Yes
  • Sometimes
  • No

The person screening your hire does the job your hire will do

Joe Rhew

Joe Rhew

Founder and lead recruiter LinkedIn ↗

Joe personally leads each search and screens every candidate, for the same business judgment and technical depth the role demands.

Uber and Uber Eats
Led operations; helped launch Uber Eats across 30 Canadian cities.
Tyltgo
Co-founder and COO of a venture-backed logistics startup.
The Workflow Company
Builds production AI, automation, data and revenue systems.

Your shortlist reaches beyond active applicants

Our sourcing engine

The people you want are already doing the work, not applying for it. We go to them.

Maps
GTM-engineer roles and the practitioners doing comparable work.
Approaches
Each one individually, including people who'd never see your job post.
Qualifies
Their interest, before anyone reaches your shortlist.

Questions hiring teams ask

Fees and guarantee

How do fees work?

20% of first-year base salary, when you hire. No retainer, no deposit. Stop without hiring and you owe nothing.

What do the add-ons cost?

We price them on the call: assessment design, joining your loop, a GTM audit before the search, or onboarding support. If we place your hire, they come off the placement fee. If we don't, you keep the work.

What if the hire doesn't work out?

If they leave or are let go within 90 days of starting, the fee becomes a one-time credit toward one replacement in the same or a substantially similar role.

The search

Why 45 days of exclusivity?

No retainer means we only earn on a hire. Forty-five days lets us take your role to the GTM engineers we know, once, instead of five agencies pitching them the same job. Your referrals and inbound stay yours, and after day 45 we keep going.

What if the search isn't working?

We recalibrate from your feedback and continue sourcing under the agreed brief. Or stop anytime: keep everything, owe nothing.

Do you work outside the US?

Yes. Sourcing is global, and comp guidance adjusts to your market.

Will candidates know my company is hiring?

Only if you want them to. Candidates learn your name when there's mutual interest.

Do you place fractional or contract GTM engineers?

No. We place full-time hires only, usually employed practitioners who aren't looking.

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.

If you are job hunting now, browse current GTM engineering openings.

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.

  1. 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.

  2. GTM engineer interview questions

    A five-round GTM engineer interview framework, with six core questions, the evidence each round can produce, and guidance for combining the results.

  3. GTM engineer vs the other GTM roles

    How a GTM engineer's mandate can overlap with specialist roles across the nine capability domains, and when narrower ownership may fit better.

  4. 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.

  5. The GTM engineer career path

    How a GTM engineering career 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.

One call. Builders in 14 days. No fee unless you hire.