| name | gtm-recruiting |
| description | GTM recruiting playbook — active sourcing, passive candidate outreach, offer negotiation, recruiter partnerships (Betts, It's Destiny Recruiting), and inclusive hiring without tokenization. Use when recruiting SDR/AE/CS/leaders, closing candidates, negotiating OTE/equity, or building diverse GTM benches. Triggers on: "recruit salesperson", "negotiate offer", "close candidate", "Betts recruiting", "diversity hiring sales", "passive candidate outreach", "sales offer negotiation", "contingency recruiter", "Destiny recruiting". |
| license | MIT |
| compatibility | Claude Code, Jesse, Codex, Hermes, Windsurf, OpenCode, Gemini CLI, Copilot, Zed, VS Code, Goose |
| metadata | {"version":"1.2.0","author":"LeadMagic","category":"founder-led","tags":["recruiting","sourcing","offer-negotiation","betts","diversity","gtm-hiring","passive-candidates"],"related_skills":["founder-comp-playbook","gtm-role-descriptions","executive-compensation","job-posting-strategy","hiring-by-role","gtm-leadership","sales-team-building","employment-compliance","hiring-agencies"],"frameworks":["Betts Recruiting — GTM search, Comp Engine, unicorn seller offers","It's Destiny Recruiting — Inclusive GTM hiring, diversity of thought","Bridge Group — Quota attainment and comp benchmarks for offers","RepVue — Candidate-side comp transparency","Mark Roberge — Trait-based hiring and structured evaluation","Google re:Work — Structured interviewing reduces bias"]} |
GTM Recruiting
Overview
Posting a job is 20% of recruiting. Sourcing, closing, and negotiating are
the other 80%. Top GTM talent is passive — employed, comp-aware (RepVue), and
comparing your offer to three others. The mistake: generic LinkedIn blast with
hidden OTE, then surprise when the candidate ghosts after verbal yes.
This skill is the recruiting execution layer: active outreach, recruiter
partners, offer construction, negotiation scripts, and inclusive hiring that
builds diversity of thought — not token hires. JDs and comp math →
gtm-role-descriptions. Interviews → hiring-by-role. Posting channels →
job-posting-strategy.
When to Use
- "How do I recruit passive AEs?"
- "Negotiate offer with sales candidate"
- "Work with Betts / contingency recruiter"
- "Close candidate who's comparing offers"
- "Diversity hiring for sales team"
- "Outreach template for SDR recruit"
- "What to include in sales offer letter"
- "Candidate wants higher OTE"
Do not use for legal offer letter compliance alone — employment-compliance.
Do not use for firing/PIP — gtm-leadership.
Authoritative Foundations
- Betts Recruiting. GTM-only search firm. Comp Engine (real-time GTM
comp data). Rules: unicorn/first AE may need +20% above target band;
match or beat employed candidate's current comp when poaching. Retained or
contingency (~20–30% first-year base). Source: bettsrecruiting.com
- It's Destiny Recruiting (Destiny Brandt). Boutique GTM headhunter
(pre-seed–Series B). Diversity of thought — standardized scorecards and
talent matrix; works with leaders who run inclusive culture, not
tokenization by race/gender. Video-led passive outreach. Source:
itsdestinyrecruiting.com
- Bridge Group / RepVue. Candidates benchmark your OTE against attainment
data. Offers below market or with unreachable quota lose on accept rate.
- Roberge + re:Work. Same structured scorecard for every candidate;
backchannel refs; work sample — reduces bias and improves hit rate.
Recruiting Stack (Load Order)
1. gtm-role-descriptions — JD + comp template + org placement
2. gtm-recruiting (this skill) — source, close, negotiate
3. hiring-by-role — interview + scorecard
4. employment-compliance — offer letter, classification
5. gtm-leadership — onboarding expectations, manager readiness
