How to recruit for a GTM Lead in Amsterdam

Recruitment is a complicated, human endeavor. And we love humans. That’s why we are committed to simplifying all the routine and tedious tasks involved in candidate searches, freeing up your time and attention to join in with interested, qualified humans.

In this blog, we will help you define your GTM Lead role, and reveal how to find great candidates in 4 simple steps using welovehumans. Ideally, in less than 5 minutes!

Step 1: Describe your ideal GTM Lead

Log into highfive and click on “new search.” Before you start your search for a GTM Lead, outline what you expect from the role. First, decide what specific skills, experiences, and qualifications are necessary for someone to succeed in this position. Next, think about what responsibilities they'll have as a GTM Lead, such as market strategy development, cross-functional team leadership, and sales enablement. Consider the team they'll be joining and whether or not complementary skills are needed. Look at if they have experience working with different departments and how well they can communicate insights to various stakeholders. By outlining these elements, you will produce a targeted candidate brief and set the criteria for assessing them. We recommend the following:

1. A Bachelor’s degree in Marketing, Business, Communications, or a similar field..
2. Experience with market analysis and data visualization tools..
3. Knowledge of product launches and sales strategy implementation..
4. Strong leadership and team management expertise..
5. A track record of driving successful go-to market strategies..

Read some significant insights people tend to overlook when considering the ideal candidate here:
“How to accurately describe your candidate”

Otherwise: hit "next".

Step 2 - Find matches

You’re in good hands, welovehumans produces an outline of the target candidate for your consideration. If all looks good, hit “find matches".

Step 3: Evaluate Matches

When assessing candidates for a GTM Lead role, it's crucial to go beyond basic qualifications and focus on analyzing the impact of their prior roles.

Here are the key aspects to consider:

Analyze Professional Experience

• Comprehensive Role and Industry Analysis: Look at the scope and complexity of previous roles in go-to market strategies. Look for progression in commitment, such as shifting from regional to global GTM roles, and industry-specific knowledge in sectors like SaaS, e-commerce, or healthcare. You could also evaluate their ability to handle different sales and marketing channels and platforms.
• Impact and Achievements: Examine quantifiable accomplishments such as triumphant product launches, revenue growth, market penetration, or innovative go-to market strategies. Knowing the scale of previous employers can also give insight into the candidate's capacity to handle projects in comparable environments.
• Longevity and Stability: Determine the duration of tenure at each organization to judge job reliability and commitment. Repeated short stints may warrant an explanation.

Deep Dive into Skills Assessment

• Technical Skills and Certifications: Confirm skills and certifications that are relevant to GTM strategies. Look for experience with CRM systems, sales enablement tools, and skills in data interpretation and reporting. It is necessary to understand their capability to examine market data and create actionable insights.
• Soft Skills and Interpersonal Abilities: Assess their communication and leadership skills, especially through depictions of cross-functional projects. Also, look into their ability to work on different teams and effectively communicate crucial insights to non-technical stakeholders.
• Adaptability and Learning Curve: Evaluate their ability to master and adjust to new marketing technologies and environments, such as advancements in AI-driven marketing tools or changes in consumer behavior patterns.

Assess Company Fit and Career Goals

• Cultural Fit and Personal Values: Examine how well their values line up with your company’s goals. This assures they merge well into your team and contribute favorably to your work environment. For example, if your company values innovation and strategic growth, you should look into their previous projects for alignment with these principles.
• Aspirations and Future Goals: Know their career goals to ensure they align with the progression at your company. This is especially important for positions expected to grow, such as shifting from strategy development to executive leadership roles.

Common Mistakes to Avoid:

• Disregarding early career roles that may give insights into the candidate’s foundational skills and work ethic.
• Not looking into the reason for their job changes, such as industry downturns or company closures, which may explain shorter tenures.
• Ignoring the importance of continued education and professional development in fast evolving fields.
• Assuming experience in one area turns into another without proof, especially in complicated strategic roles or multidisciplinary positions.
• Paying too much attention to the quantity of connections instead of the quality or importance to the current role.
• Overlooking connections that may provide unique perspectives or skills favorable to the position.
• Misaligning a candidate’s expectations with the realities of the position or possibility for advancement within the company.
• Minimizing the significance of a candidate’s life goals, which could influence their enjoyment and duration in the position.

By using these steps, you can understand each candidate’s potential and make informed choices that correspond with your company’s ambitions and values. Precise evaluation not only guarantees finding the proper fit, but also shows our core belief at welovehumans—that every recruiting operation should be done with respect, precision, and care.

Read some of the insights people tend to ignore when evaluating candidate matches:

In-Depth Guide to Evaluating a Candidate Match

Step 4 - Reach out to candidates

With your shortlist in hand, 1-click outreach is the next and last step in the process. welovehumans enlists personal communications to each candidate ensuring the best chance of engagement. Reach out with 1-click to those you find fascinating.

Here are some of the overlooked insights and tips for efficient candidate outreach specifically for a GTM Lead position:

• Update Your LinkedIn Profile: Make sure your profile is finished and professional, containing a good photo, a clear headline, and comprehensive work history. This builds credibility and trust with candidates.
• Personalize Your Messages: Call GTM Lead candidates by name and mention specific accomplishments or projects they’ve done, such as successful product launches or strategic market entries. This shows real interest and assists in building fellowship by recognizing their experience and contributions.
• Highlight Role Benefits: Highlight the unique troubles and opportunities affiliated with the GTM Lead role. Talk over the possibility for career growth, participation in strategic decision-making, and the influence their work will have on the company’s market success. Feature any creative projects or cutting-edge tools they will be using.
• Include a Call to Action: Give an easy and clear next step for the candidate, whether it’s responding to your message, scheduling a call, or reviewing more information about the position. A direct call to action expands the possibility of engagement.
• Express Gratitude: Thank them for their time and consideration. Voicing gratitude for their experience and interest can make a good impression and inspire them to commit further with your outreach.

Do you want to know more about how to write a convincing LinkedIn InMail message?

How to Write a Converting LinkedIn InMail Message - 8 Steps

Say goodbye to the 10% LinkedIn response rate and hello to welovehumans. We deepen your candidate transformation to qualification and shielding calls by elevating outreach, improving relationships, and boosting overall excitement. Ensure candidate communication gets eyeballs, not eye rolls.