Tom Santolupo

Want to attract top GTM talent? ⭐ Get crystal clear on the role. 🤓 Great candidates don’t walk away because of comp or perks. They walk away because the role feels murky. If you’re hiring GTM talent, here’s a simple checklist to sharpen role clarity: ✅ Define success clearly → What does a great 30, 60, 90 days look like? → What outcomes will this person own? ✅ Explain the “why” behind the role → Why does this role matter right now? → How does it connect to company priorities? ✅ Clarify scope and resources → What’s in their control vs. what’s not? → Who are their key cross-functional partners? ✅ Outline growth and development → What does the potential career path look like? → How will you support their learning? ✅ Align internally first → Make sure the hiring manager, team, and founders are aligned on all of the above before you post the role. What’s one thing you always look for in a great job description? I’d love to hear your non-negotiables. #HiringTips #StartupHiring #GTM #Talent #SalesHiring #CareerGrowth

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Hiring top 1% GTM talent isn’t luck. It’s pattern recognition. After 500+ sales interviews across SaaS and fintech, one thing is clear: Resumes don’t reveal performance. They only hint at it. High-performers and average performers often look identical on paper. The difference shows up in how they think, how they reflect, and how they map inputs to outcomes. That’s why we use a structured 4-step filter when vetting GTM talent: • Go beyond quota — understand the decision-making mechanics • Evaluate stakeholder navigation, not just deal size • Test portability of success across ecosystems • Stress-test coachability in real time This is where outcome-aligned hiring begins. When you filter for impact rather than tenure: Ramp-up improves. Pipeline quality improves. Team performance compounds. We don’t rely on “vibe checks.” We build Role Canvas clarity and validate Impact Passports before recommending anyone. If you’re building a serious GTM team and want predictable execution — this framework will resonate. Take a look through the slides. #GTMHiring #RevenueLeadership #SaaSHiring #EnterpriseSales #OutcomeDriven #Beyondcc

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Most companies hire their first partnerships lead the hard way: • $150K+ average base salary for a senior hire • 3+ months recruiting • 6+ month ramp before impact → ~9+ months + ~$75K invested before you even know if the channel works At PartnerSpring, we see a smarter path: Fractional first. Why it works: • Fractional Partnerships Leads deliver senior-level strategy from day one • They build your partner playbook, outreach sequences, evaluation framework, and scorecards • You test and validate the channel before scaling the team • Cost: $3–5K/month vs. $150K+ base • Immediate traction vs. long ramp And here’s the real math: If 3–5 enterprise partner-sourced deals close in a year at ~$100K each, that’s $300K–$500K in revenue. Against a ~$60K annual fractional investment, that’s a 5x–8x return before you ever make a full-time hire. Instead of asking, “Who should we hire?” the fastest-scaling teams ask: “What do we need to prove before scaling?” Prove the motion first. Then hire to scale it. If you’re thinking about partnerships this year, the PartnerSpring playbook outlines exactly how to validate the channel before committing to a full-time hire. CC: Jatin Nayyar Steven Grover Shaina Renee https://lnkd.in/e6PhyGCu

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‘I don’t have enough experience’ is the biggest lie an SDR candidates tell themselves (trust me). Most hiring managers know they’re getting raw talent. What they want is coach-ability and hustle. Stop selling your lack..start selling your growth and mindset. Need proof? Watch this 90 minute video I created for any current or future SDR on the market. https://lnkd.in/gzbtYTiH

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The hardest part of adopting AI in recruiting isn’t the tech. It’s knowing what problem you’re actually solving. There is so much hype right now. Every platform claims autonomy. Every demo looks promising. Every TA team is looking to integrate some aspect of AI into their day to day. But when we examine how AI actually operates inside the hiring system, the real questions are usually: • Where is AI actually embedded in the workflow? • Is the constraint coordination, sourcing volume, data quality, or role nuance? • How much autonomy is the team truly ready to hand over? Increasingly, the work we’re doing at ModelExpand is helping companies demystify AI in recruiting and answer these questions. We’re seeing tools like Gem, Juicebox, Tezi AI, and Wrangle each solve very different problems across the recruiting stack. The challenge is less about which tool is “best” and more about what platform is most compatible with your current TA team and tech stack. So we’re curious: • What AI tools are you currently using in recruiting? • What is actually working in practice versus just sounding good in theory? • Where are you seeing measurable impact? Would love to compare notes with other talent leaders navigating this shift. As we continue working through these questions with teams, we’re building a guide called DeMystifying AI for TA Organizations. Comment “DeMystify” below if you are interested to get the guide once completed.

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𝗣𝗿𝗼𝗱𝘂𝗰𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗮 𝗚𝗧𝗠 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻. That’s how we see it—both as former operators and through the lens of our recruiting work. It’s not just about scoping features, setting timelines, or gathering user feedback. 𝗚𝗿𝗲𝗮𝘁 𝗣𝗠𝘀 𝗮𝗿𝗲 𝗿𝗲𝘃𝗲𝗻𝘂𝗲-𝗺𝗶𝗻𝗱𝗲𝗱. They understand how the product drives acquisition, retention, and expansion. They’re involved in go-to-market strategy—sales calls, pricing discussions, messaging alignment. And frankly, 𝘁𝗵𝗲𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝗵𝗮𝘃𝗲 𝘃𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 (𝗮𝗻𝗱 𝘀𝗼𝗺𝗲 𝗼𝘄𝗻𝗲𝗿𝘀𝗵𝗶𝗽) 𝗼𝗳 𝘁𝗵𝗲 𝗣&𝗟. So if you’re a PM candidate prepping for interviews, ask yourself: 👉 Can you clearly speak to the impact you’ve had on revenue, margins, or retention? 👉 Do you understand how your product decisions shaped business outcomes? If all you can talk about is how “cool” the features were or how many users “liked” it, you’ll be seen as someone who builds interesting things—not someone who builds products that 𝗴𝗿𝗼𝘄 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.

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🚀 Construction Tech Is Booming—and GTM Roles Are Leading the Charge 🏗️ With funding flowing and new products launching fast, construction tech startups are in full-scale go-to-market mode. That means one thing: GTM hiring is heating up. 🔍 In-demand roles: - Sales Development Reps (SDRs) - Account Executives (AEs) - Partnership & Channel Managers - Product Marketing Managers Why? Because selling into construction isn’t easy—it’s relationship-driven, trust-heavy, and often complex. Builders want to know your solution actually works on the jobsite. Startups need GTM pros who can: ✔ Speak the language of GCs, subs, and developers ✔ Navigate long B2B sales cycles ✔ Position tech to solve real, physical problems If you know how to move fast and earn trust in a traditional industry, construction tech is calling. If you’re hiring or thinking about making a move, let’s chat. 📩 ryan@hirewithjarvis.com 📞 646-586-2866 #ConstructionTech #GTM #BuiltWorlds #PropTech #ConTech #GTMHiring #SaaSSales #SalesLeadership

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𝗧𝗵𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗶𝘀𝗻’𝘁 𝘆𝗼𝘂𝗿 𝗦𝗗𝗥 𝘁𝗲𝗮𝗺. 𝗜𝘁’𝘀 𝘆𝗼𝘂𝗿 𝘀𝗶𝗴𝗻𝗮𝗹. In most B2B orgs today, the real challenge isn’t effort or headcount, it's focus.  • SDRs spend hours chasing leads that aren't in-market  • Personalization often defaults to "Hi {First Name}"  • Sales cycles are longer than ever, while buyer engagement is happening behind closed tabs 𝗧𝗵𝗲 𝗿𝗲𝘀𝘂𝗹𝘁? Wasted touches, burned budget, and pipelines that look full… until the quarter closes. 𝗡𝗼𝘄 𝗹𝗲𝘁’𝘀 𝗿𝗲𝗳𝗿𝗮𝗺𝗲 𝗶𝘁: 𝘄𝗵𝗮𝘁 𝗶𝗳 𝘆𝗼𝘂𝗿 𝗦𝗗𝗥 𝘁𝗲𝗮𝗺 𝗼𝗻𝗹𝘆 𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗼𝗻 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝘀, 𝗮𝘁 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗺𝗼𝗺𝗲𝗻𝘁, 𝘄𝗶𝘁𝗵 𝗺𝗲𝘀𝘀𝗮𝗴𝗶𝗻𝗴 𝘁𝗮𝗶𝗹𝗼𝗿𝗲𝗱 𝘁𝗼 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲 𝗯𝘂𝘆𝗲𝗿 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗰𝗮𝗿𝗲𝘀 𝗮𝗯𝗼𝘂𝘁? This is where intent data becomes a revenue lever, not just another tool. According to Demand Gen Report:  • Companies using intent data see 2.5x conversion rates  • Sales cycles shrink by 28%  • 68% of marketers say it’s critical for ABM performance At S2W Media, we help marketing leaders solve this with a full-funnel, intent-driven strategy:  • 𝗜𝗻𝘁𝗲𝗻𝘁 + 𝗳𝗶𝗿𝘀𝘁-𝗽𝗮𝗿𝘁𝘆 𝗱𝗮𝘁𝗮 𝗳𝘂𝘀𝗶𝗼𝗻, pinpoint buyers already researching your solution or evaluating your competitors  • 𝗣𝗿𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗹𝗲𝗮𝗱 𝘀𝗰𝗼𝗿𝗶𝗻𝗴, SDRs focus on verified, high-intent accounts  • 𝗛𝘆𝗽𝗲𝗿-𝗿𝗲𝗹𝗲𝘃𝗮𝗻𝘁 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵, informed by real behavioral signals, not assumptions The outcome? Predictable pipeline. Faster velocity. Higher ROI. No more guessing games. No more wasted touches. As marketers, we don’t need "more leads."We need better intelligence to drive a meaningful pipeline. If you're ready to align sales & marketing on who to target, when to engage, and what to say, let’s connect. 𝗥𝗲𝗮𝗱 𝗳𝘂𝗹𝗹 𝗯𝗹𝗼𝗴 𝗵𝗲𝗿𝗲 - https://lnkd.in/dq3Qbvzt

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Over the past decade, we’ve run one of the leading talent marketplaces, helping the world’s top companies access independent talent to power their most critical work. Along the way, we’ve learned what modern staffing firms need to succeed: speed, automation, digital candidate experiences, and fewer manual, repetitive tasks.  We’ve been quietly building our own proprietary technology to solve these workflow challenges and improve our own productivity as a company. Today, we’re bringing that technology to the broader industry with the launch of GraphiteOS, an AI-powered recruiting operating system that we believe will fundamentally transform how staffing firms operate in the years to come. This isn’t just a product. It’s the technology infrastructure staffing firms need to operate faster and more effectively in an AI-driven, “agent-first” world.  We believe this technology will enable levels of recruiter productivity and client satisfaction that have never been seen before. Recruiters shouldn’t be stuck juggling disconnected tools and performing repetitive tasks. With GraphiteOS, we’ve built an all-in-one platform that connects the dots - sourcing, matching, screening, onboarding and billing - so teams can focus on what matters most: the high-value work that drives placements. I’m incredibly proud of what our team has built and, more importantly, what it will enable for our early customers where the platform is being deployed as we speak! Learn more at www.graphiteos.ai #GraphiteOS #StaffingTech #FutureOfWork #AIRecruiting #StaffingInnovation

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GTM hiring missteps compound quickly. Failure rates rise, ramp times extend, growth targets are missed, culture erodes, and capital is wasted. The cycle is costly, but it can be avoided. Brady Broadbent and Jeff Todd share a framework for building a systematic hiring engine in their latest article: https://lnkd.in/gz3vp7Dg

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What if GTM hiring started like a product sprint? Not a JD. Not a kickoff call. A 10 day build: → Map goals via outcomes w/ Miro → ID gaps w/ systems + talent audit → Scan market w/ Clay → Launch outbound w/ lemlist → Score traction history + ICP fit → Drop into a Notion pipeline with async eval + comp overlays Run it like an operator. Ship it like a product. Hire when it’s obvious. We’re testing MCP protocols with OpenAI Agents to run the backend: “Find top 30 profiles w/ repeatability in Seed–A motion” “Write outbound copy based on comp + positioning” “Score candidates by startup context, not title” Hiring shouldn’t start with recruiting. It should start with clarity.

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