Good questions.
Straight answers for employers and candidates on how we work, what we cover and what to expect.
General
TRG GTM is a specialist go-to-market recruitment agency for software and technology companies in the UK and US. We recruit sales, marketing, customer success and revenue operations people, from SDRs and Account Executives to CROs and CMOs. TRG GTM is a trading name of The Resource Group Limited.
Go-to-market covers the teams that take a product to customers and grow revenue: sales (from sales development to sales leadership), marketing (demand generation, product marketing, growth and marketing leadership), and customer and revenue teams (customer success, solutions engineering, revenue operations and partnerships).
Twelve specialisms in three groups. Sales: SDR and BDR, Account Executives, enterprise and strategic sales, and sales leadership. Marketing: demand generation, product marketing, growth and lifecycle, and marketing leadership. Customer and RevOps: customer success, solutions engineering, revenue operations, and partnerships and alliances.
We focus on software and technology companies: B2B SaaS, AI and data, cybersecurity, fintech and payments, HR tech, martech, developer tools, infrastructure and vertical software. The common thread is a recurring-revenue business with a defined go-to-market team.
We have two bases: London for UK and EMEA searches, and San Jose, California for US searches. We recruit across both countries, including for remote and hybrid roles.
Each of our consultants focuses on one part of the revenue team, so they know the metrics each role is judged on, the tools it uses and where the best people work. Every shortlist comes with written notes on the four things we assess for that specialism, and we put pay and numbers up front for clients and candidates.
Email info@trggtm.com, use the contact form on our website, submit a vacancy brief if you are hiring, or register your CV if you are looking for a role. We reply within one working day.
Hiring with us
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.
Finding a role
No. We never charge candidates for anything. Our fees are paid by the employers we recruit for.
Register your CV on our Candidates page with your specialism and the market you want to work in. A consultant who specialises in your function will review it, and we will contact you when a relevant role comes up.
Most of our searches are never advertised, because clients want them handled confidentially or because we fill them through direct approach before they reach a job board. Registering your CV and setting a job alert are the best ways to hear about them.
No. We only send your CV to an employer after we have discussed the specific role with you and you have agreed.
Yes. Every role we advertise shows the base salary and, where relevant, on-target earnings. Our 2026 salary guide also gives indicative ranges for all twelve specialisms in the UK and US.
Yes. Honest feedback is one of our three promises to candidates. We ask employers for specific feedback after every stage and pass it on, whatever the outcome.
We brief you on the team and the number, each interview stage and who you will meet, any case studies or role-plays, and the offer process, including how the commission plan or equity works.
Tick the box when you register, apply or email yourself a role, then confirm by clicking the link we send you. You will receive an email when a new role matching your function and market is published, at most once a day. You can change or stop alerts at any time from the link in every email.
UK & US
Yes. We recruit go-to-market roles across both countries, from London for the UK and EMEA and from San Jose for the US, and we can run searches in both markets at once.
Yes. We often recruit a company’s first team in the other market: a country manager or general manager, founding AEs, a solutions engineer and a customer success lead. We advise on titles, pay structures, notice periods and equity norms that differ between the two.
US roles are usually more formally leveled, quoted as base plus OTE, with equity more central to the package and two-week notice periods. UK roles often quote base with commission or bonus, have one- to three-month notice periods and frequently cover wider EMEA.
We raise right to work at the brief and are clear with candidates about sponsorship from the start. We are not immigration advisers; for specific cases we recommend a qualified immigration lawyer or adviser. Our UK and US pages summarise the main visa routes.
Yes. Our 2026 salary guide covers base and on-target earnings for all twelve specialisms in both the UK and US, by level, with sources and notes on how pay varies by city and company stage.