Sagrika Jain

Hiring a Sales Engineer well requires a clear role charter, the right sourcing strategy, a structured evaluation process, and competitive compensation. This guide covers all four. The median total compensation for a US Sales Engineer sits above $167,000, with top performers clearing $200K. The role sits at the intersection of technical depth and commercial execution,…

The resume has had a long run. For decades, hiring managers used it as a proxy for capability: the right school, the right company names, the right number of years in role. The logic was simple, if flawed. Credentials were easy to read. Capability was harder to measure. That logic is breaking down fast. 85%…

Motion fit is the variable most hiring teams think they are assessing and the one they most consistently miss. It sits at the heart of every GTM recruiting decision that actually matters. A candidate with a strong revenue track record, sharp executive presence, and a compelling narrative about their last company can still be the…

Hiring a Chief Revenue Officer is one of the highest-stakes decisions a CEO or board will make. Get it right, and you have a single executive who owns the entire revenue engine, aligns sales, marketing, and customer success, and drives predictable growth. Get it wrong and you’ve spent 12 months, a significant comp package, and…

Why GTM Rebuilds Fail Without the Right Talent A GTM rebuild is not just “let us hire more reps and see what happens.” It is a reset of who you sell to, how you sell, and which roles you need to make that work. That might mean shifting ICP, moving upmarket, going from pure PLG…

Most GTM hiring fails before the first interview is scheduled. Not because talent teams aren’t trying. But because the role brief was written by someone who has never carried a quota, the job ad reads like a wish list, and the assessment process measures confidence instead of commercial capability. By the time a candidate accepts…

Open a tech role in 2026, and the numbers look encouraging. Hundreds of applications arrive within days. Your ATS fills up. The dashboard glows green. By every surface metric, the talent market appears to be working in your favor. It isn’t. Beneath the volume, hiring teams are spending more time screening and less time finding.…

Table of Contents Smart hiring is one of the fastest ways to protect cash, stretch runway, and keep your valuation story clean. Every executive and GTM hire changes your burn rate, your revenue timing, and how quickly you can prove your model to investors. We see this every day with high-growth tech and SaaS founders.…

Most scaleups run their first senior marketing search as a marketing hire. They write a job description around channels, campaigns, brand, and team leadership, then interview for polish and pedigree. Twelve months later, the same company is asking why pipeline quality has not moved. The reason is scoping, not talent. At Series B and beyond,…

Revenue Systems Thinking for Tech Scale-up Recruiters Technology scale-up recruiters are no longer just filling seats. Every headcount decision is now measured against pipeline, bookings, and payback time. If you place the wrong GTM or technical hire, the cost hits real revenue, not just an HR report. That is why it helps to think in…