gtm-role-descriptions

name	gtm-role-descriptions
description	GTM job descriptions, org structure, and compensation — role-by-role JD templates, revenue org charts by ARR stage, OTE/quota/comp plans, and posting channels. Includes GTM Engineer hiring (vs RevOps, SE, Growth Engineer). Grounded in Betts Recruiting, Bridge Group, RepVue, Pavilion, and Winning by Design POD design. Use when writing a job description, designing revenue org structure, setting sales comp, or hiring SDR/AE/RevOps/GTM Engineer/CS/Marketing roles. Triggers on: "job description", "JD for", "write a job post", "sales comp plan", "OTE quota", "revenue org chart", "hire SDR", "hire AE", "VP Sales job description", "RevOps role", "GTM Engineer", "hire GTM engineer", "org structure GTM".
license	MIT
compatibility	Claude Code, Jesse, Codex, Hermes, Windsurf, OpenCode, Gemini CLI, Copilot, Zed, VS Code, Goose
metadata	{"version":"1.5.0","author":"LeadMagic","category":"founder-led","tags":["hiring","job-description","compensation","org-design","revenue","gtm-roles","betts"],"related_skills":["founder-comp-playbook","gtm-recruiting","executive-compensation","job-posting-strategy","hiring-by-role","sales-team-building","gtm-leadership","first-hires-playbook","revops-tech-stack","employment-compliance","clay-toolkit","n8n-automation","hiring-agencies","revenue-team-onboarding"],"frameworks":["Betts Recruiting — SaaS GTM hiring and role definitions","Bridge Group — SaaS Sales Metrics & Compensation Benchmarks","RepVue — Sales org transparency and comp data","Sam Jacobs (Pavilion) — Revenue leader comp and CRO Council standards","Pavilion — Revenue leader hiring standards","Winning by Design — POD structures and GTM org design","Mark Roberge — Sales Acceleration Formula hiring traits","RevOps Co-op — GTM systems and RevOps role boundaries","Clay — GTM Engineer market role definition (clay.com/careers)","Stacey Nordwall (Culture Amp / Pyn) — Culture-first onboarding and manager enablement for revenue teams","Pavilion — Compensation Planning 101 and GTM comp benchmarks (with Sam Jacobs)","Tito Bohrt (AltiSales) — SDR economics & cost-per-meeting comp logic"]}

GTM Role Descriptions

Overview

Bad job descriptions attract the wrong candidates and repel the right ones. "Rockstar SDR wanted" gets noise. A constraint-first JD with transparent comp, clear outcomes, and org context gets builders. The mistake: copying a generic LinkedIn template without org placement, quota math, or reporting lines.

This skill is the GTM hiring anchor: job description templates per revenue role, org charts by ARR stage, compensation benchmarks, and where to post. Load sales-team-building for hire sequence timing; load gtm-recruiting for sourcing, closing, and offer negotiation; load hiring-by-role for interview scorecards after the JD is written.

When to Use

• "Write a job description for [SDR/AE/VP Sales/RevOps/GTM Engineer/CSM]"
• "Hire a GTM engineer" / "GTM Engineer vs RevOps"
• "Design our revenue org structure"
• "What's OTE and quota for an AE at our stage?"
• "Comp plan for SDR team"
• "Org chart for $3M ARR SaaS"
• "Job post for first sales hire"

Do not use for interview design alone — use hiring-by-role. Do not use for where to distribute posts — use job-posting-strategy.

Authoritative Foundations

• Betts Recruiting. GTM-specialist recruiting firm. Role definitions emphasize quota attainment history over tenure, stage-fit (startup vs scale-up), and builder mentality. Use Betts for VP+ and hard-to-fill GTM searches.
• Bridge Group. Annual SaaS sales benchmarks: quota-to-OTE ratio (~5:1), ramp time, activity metrics, comp plan prevalence. OTE should be ≤20% of year-1 quota (sales-team-building).
• RepVue. Crowdsourced sales org data — candidates research your comp and culture before applying. Publish honest ranges; misaligned comp kills pipeline.
• Sam Jacobs / Pavilion. Founder of Pavilion; CRO Council sets peer standards for executive comp (multi-gate variable: ARR + NRR + efficiency). VP+ offers → executive-compensation for clause library. Member referrals outperform job boards.
• Winning by Design. POD ratios (SDR:AE:CSM) and when to add roles vs promote.
• Mark Roberge. Hire for Coachable, Curious, Prior success, Intelligent, Work ethic — reflect in "Who You Are" section, not years-of-experience filters.
• Stacey Nordwall (Culture Amp / Pyn). People Ops for SaaS revenue teams: culture-first onboarding, onboarding surveys → manager action, new-manager training before promotion, role-specific ramp paths. Canonical playbook → . Pair with Roberge ramp metrics — not interchangeable.