Hire people who hit the number.
We recruit sales, marketing, customer and RevOps talent for software and technology companies in the UK and US. Specialist consultants, assessed shortlists, and a process you can forecast.
Three ways to work with us
Individual hires
For SDR to manager-level roles where speed matters. You pay only on a successful hire.- Shortlist typically within 10 working days
- Assessed candidates with written notes
- Replacement guarantee
Leadership search
For VP, Head of and C-level hires, run confidentially with a dedicated research team.- Full market map of the target talent pool
- Structured assessment and referencing
- Weekly progress reports
Scaling a function
For multiple hires into a new team, region or office, priced as a single project.- Hiring plan and pay benchmarks up front
- One consultant, one process for every hire
- Ideal for new EMEA or US launches
From discovery to closed-won.
- 01DiscoveryA 30-minute call to pin down the role, the number and the team it joins.
- 02ProspectingWe map the market and approach the people who are not looking.
- 03ShortlistThree to five assessed candidates, with notes on every one.
- 04Closed-wonWe manage offers, notice periods and the first 90 days.
What you can expect
The things we commit to on every search.A specialist, not a generalist
Your consultant recruits only within your function, so they know the market and the people in it.Evidence on every candidate
Quota history, references and our assessment notes, not just a CV.Honest market advice
If the budget or brief won't land the person you need, we'll tell you before we start.Contact through to day 90
We stay in touch with you and your hire through notice and onboarding.Brief us in two minutes.
A specialist consultant will call you within one working day to run a proper discovery session. No obligation, and nothing goes to market until you've agreed the brief.Hiring with TRG GTM: FAQs
Four steps. Discovery: a 30-minute call to pin down the role, the number and the team it joins. Prospecting: we map the market and approach people who are not actively looking. Shortlist: three to five assessed candidates, with notes on every one. Closed-won: we manage offers, notice periods and the first 90 days.
For most individual contributor roles we present a shortlist within one to two weeks of the discovery call. Leadership and retained searches usually take three to four weeks to the first shortlist, because they involve a full market map.
Most individual contributor hires complete in four to eight weeks from brief to accepted offer. Senior leadership searches typically take 10 to 16 weeks. Notice periods come on top: usually two weeks in the US and one to three months in the UK.
With contingent recruitment you pay only if you hire someone we introduced. With retained search you pay part of the fee upfront to secure a dedicated, structured search, usually with a full market map and weekly progress updates. Retained suits senior, confidential or hard-to-fill roles; contingent suits most individual hires.
Our fees depend on the role, the service (contingent, retained or team build) and the number of hires, and are agreed with you in writing before any work starts. Ask us for terms when you brief a role and we will set them out clearly.
What happens if a permanent hire leaves early is covered in our written terms of business, which we agree with you before any work starts. Ask about it at the briefing stage and we will explain exactly how it works for your role, so there are no surprises later.
Yes. Team builds are one of our three ways of working. We agree a hiring plan, a shared scorecard and interview slots up front, then run several hires through the same process quickly and consistently, for example a new SDR team, a first UK or US sales team, or a customer success function.
For every specialism we assess four areas that predict success in the role, such as prospecting, live phone skill, process discipline and coachability for SDRs, or deal craft, qualification and forecasting for Account Executives. We verify numbers in context and share written notes on all four for every shortlisted candidate.
Yes. Many leadership searches and replacements are confidential. We describe the company anonymously to candidates until they are seriously interested and have agreed to keep the details private.
Yes. We recommend practical exercises for each specialism (role-plays, deal reviews, positioning or pipeline plans), help you keep the process to three or four stages, and advise on offers, commission plans and equity so strong candidates accept.