Insights
Direct answers to the hiring questions technology leaders ask.
No filler. Each piece opens with the answer, then explains how to act on it.
Sales Team Structure Dictates Your Hiring and Scaling Strategy
Your B2B sales team's structure—island, pod, or assembly line—is a strategic choice that defines your hiring needs, cost of sale, and ability to scale.
Is your hiring model built for the wrong scale?
Most scale-ups default to agency or RPO. The data suggests a more flexible embedded model wins on cost, speed, and sourcing depth.
Why the RPO model breaks for most technology scale-ups
The Recruitment Process Outsourcing playbook was built for the Fortune 500. Here’s why it fails for most Series A→D technology companies.
Your Next Strategic Hire is The VP of Customer Success
Founders must now scope the VP of Customer Success role as a strategic, revenue-influencing leader integral to a modern GTM team, not just a post-sales support manager.
Why RPO breaks for the modern scale-up
Below 500 hires a year, the economics of recruitment process outsourcing no longer add up. We explain the embedded alternative.
Your Next Customer Success Hire Is Not a Generalist CSM
This article explains why the generalist Customer Success Manager role is becoming obsolete and provides a playbook for GTM leaders on how to structure and hire for a modern, specialised CS organisation.
Most Commentary on the Stanford AI Hiring Study Is Wrong
A pragmatic analysis for talent leaders on the Stanford AI hiring study, debunking the hype and focusing on the real implications for scale-up recruitment strategy.
The AI Spending Backlash Demands a New Sales Hiring Profile
As companies scrutinise AI spending, GTM leaders must adjust their hiring to prioritise salespeople who can prove tangible business value and ROI.
Fox's Roku Deal Gives GTM Leaders a New Poaching Ground
Fox's $25bn acquisition of Roku presents a rare opportunity for scale-ups to hire unsettled GTM talent from the combined entity.
Meta’s AI Turmoil Is Your Best Executive Hiring Signal
Strategic chaos at major AI players like Meta creates a recruitment opportunity for scale-ups to attract senior leaders seeking autonomy and a clear mission.
ServiceNow's Breach Is a Green Light for Security GTM Hiring
Analyse how a major enterprise data breach creates a short-term market opportunity and use it to build a business case for accelerating your cybersecurity GTM hiring.
How to Avoid Hiring an AI-Fuelled Technical Debt Machine
Talent leaders must update their interview process to screen for engineers who use AI tools for quality and maintainability, not just speed, to avoid accumulating crippling technical debt.
Your recruiters are not the problem. Your hiring managers are.
When roles slip, the blame lands on TA. But the data shows the most expensive delays happen long before the first interview.
RPO vs RaaS: Which Hiring Model Actually Fits a Technology Scale-up?
RPO and RaaS both embed external recruiters into your business, but they're built for completely different scales. Here's how to tell which one your scale-up actually needs.
When Embedded Talent Acquisition Beats RPO for Technology Scale-ups
Embedded TA and RPO look similar on the surface — both put external recruiters inside your business. For technology scale-ups hiring 5–150 specialist roles a year, the embedded model wins on speed, flexibility, sourcing depth and cost.
Why Your Hiring Manager Is the Hidden Bottleneck in GTM Recruitment
When GTM hiring slows down, most businesses look at the recruiter. The actual constraint is almost always the hiring manager. This article explains why, what it costs, and how to fix it without burning the relationship.
AE Hiring: Stop screening for 'SaaS experience'
Most SaaS companies get AE hiring wrong. The mistake is screening for the wrong things.
Why GTM Headcount Planning Breaks Down Before the First Interview
Most GTM headcount plans collapse before any candidate is interviewed. The cause is structural, not arithmetic. This piece breaks down the four points where the plan fails between approval and execution, and what a hiring operating model needs to look like instead.
Why Fractional TA Is the Most Underutilised Hiring Model in Scaling SaaS Companies
Most scaling SaaS companies sit between two extremes in TA resourcing. Fractional TA is built for the gap — and most have never seriously evaluated it.
Is the SDR Role Dead, or Does It Need a Complete Rethink?
No. The activity-driven SDR role most teams hired for three years ago is finished, but a sharper, more consultative version is winning. With 36% of B2B companies cutting SDR teams in 2025, the question is not whether to hire SDRs. It is what kind of SDR your sales motion actually needs.
What Should You Actually Look for When Hiring Account Executives in SaaS?
Most SaaS companies get AE hiring wrong. Not because they don't care, but because they evaluate the wrong things. The difference between an AE who ramps quickly and one still struggling at month six rarely comes down to confidence or charisma. It comes down to fit: sales motion, market and stage.
How Do Interview Scorecards Improve Hiring Decisions in SaaS Companies?
Interview scorecards give every interviewer the same criteria, the same scale and a requirement to evidence each rating. That single change roughly doubles the predictive value of the interview, removes recency bias from debriefs, and turns 'what did everyone think?' into a data-led decision.
Why Hiring Efficiency Is Becoming a Board-Level Metric in SaaS
Workforce cost is the single largest line on most SaaS P&Ls and the most direct lever on path-to-profitability. Boards now scrutinise cost per hire, hiring output and quality alongside ARR growth, because how efficiently you hire decides how efficiently you grow.
Why Hiring Speed Alone Is a Misleading Metric in SaaS
No. Hiring speed in isolation rewards filling seats fast, even with the wrong people. Pair it with quality of hire, consistency of outcomes, and longer-term performance, otherwise you optimise for the metric that matters least.
Why Reactive Hiring Is the Biggest Cause of Poor Candidate Quality
Most SaaS companies think they have a hiring quality problem. They actually have a timing problem. Reactive hiring starts the search after the role opens, which compresses time, narrows the pool and forces decisions among whoever is available rather than whoever is best.
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