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33Join Strive</a></button><button type="button" tabindex="0" role="menuitem" class="dropdown-item"><a href="/info/frequently-asked-questions/">FAQ</a></button></div></li></ul></div></div></div></div></div></header><main><section class="styles_root__a2Us3 video-empty overflow-hidden position-relative pt-5 pb-5"><div class="main-tagline undefined container"><h1><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.main_banner.heading">Insights</span></h1><h4 class="mt-4"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.main_banner.subheading">Get the latest insights on go-to-market <br>strategy, SaaS news, and hiring from <br> around the globe.</span></h4></div><img src="/sub-banners/blogs-banner.png" alt="Sub banner" class="card-img"/></section><section class="styles_root__2FJuw mt-4 mb-4 pt-5 pb-5"><div class="container"><div class="row"><div class="custom-filters col-md-6"><div class="anchors row"><div class="col-md-3"><div class="dropdown"><button type="button" aria-haspopup="true" aria-expanded="false" class="link d-block w-100 pt-3 pb-3 position-relative pe-4 btn btn-secondary">Audience</button><div tabindex="-1" role="menu" aria-hidden="true" class="dropdown-menu"><a href="/blogs/audience/candidate/" tabindex="0" role="menuitem" class="dropdown-item">Candidate</a><a href="/blogs/audience/client/" tabindex="0" role="menuitem" class="dropdown-item">Client</a><a href="/blogs/audience/internal/" tabindex="0" role="menuitem" class="dropdown-item">Internal</a><a href="/blogs/audience/vc/" tabindex="0" role="menuitem" class="dropdown-item">VC</a></div></div></div><div class="col-md-3"><div class="dropdown"><button type="button" aria-haspopup="true" aria-expanded="false" class="link d-block w-100 pt-3 pb-3 position-relative pe-4 btn btn-secondary">Subject</button><div tabindex="-1" role="menu" aria-hidden="true" class="dropdown-menu"><a href="/blogs/subject/about-strive/" tabindex="0" role="menuitem" class="dropdown-item">About Strive</a><a href="/blogs/subject/expansion/" tabindex="0" role="menuitem" class="dropdown-item">Expansion</a><a href="/blogs/subject/funding/" tabindex="0" role="menuitem" class="dropdown-item">Funding</a><a href="/blogs/subject/hiring/" tabindex="0" role="menuitem" class="dropdown-item">Hiring</a><a href="/blogs/subject/management/" tabindex="0" role="menuitem" class="dropdown-item">Management</a><a href="/blogs/subject/salaries/" tabindex="0" role="menuitem" class="dropdown-item">Salaries</a><a href="/blogs/subject/sales-team-structure/" tabindex="0" role="menuitem" class="dropdown-item">Sales Team Structure</a><a href="/blogs/subject/sales-tips/" tabindex="0" role="menuitem" class="dropdown-item">Sales Tips</a><a href="/blogs/subject/staff-retention/" tabindex="0" role="menuitem" class="dropdown-item">Staff Retention</a></div></div></div><div class="col-md-3"><a class="link text-decoration-none d-block w-100 pt-3 pb-3 position-relative pe-4" href="/blogs/">All insights</a></div><div class="col-md-3"><div class="dropdown"><button type="button" aria-haspopup="true" aria-expanded="false" class="link d-block w-100 pt-3 pb-3 position-relative pe-4 btn btn-secondary">Sector</button><div tabindex="-1" role="menu" aria-hidden="true" class="dropdown-menu"><a href="/blogs/sector/artificial-intelligence/" tabindex="0" role="menuitem" class="dropdown-item">Artificial Intelligence</a><a href="/blogs/sector/cyber-security/" tabindex="0" role="menuitem" class="dropdown-item">Cyber Security</a><a href="/blogs/sector/data/" tabindex="0" role="menuitem" class="dropdown-item">Data</a><a href="/blogs/sector/devops/" tabindex="0" role="menuitem" class="dropdown-item">DevOps</a><a href="/blogs/sector/fintech/" tabindex="0" role="menuitem" class="dropdown-item">FinTech</a><a href="/blogs/sector/martech/" tabindex="0" role="menuitem" class="dropdown-item">MarTech</a><a href="/blogs/sector/product-and-engineering/" tabindex="0" role="menuitem" class="dropdown-item">Product & Engineering</a><a href="/blogs/sector/saas/" tabindex="0" role="menuitem" class="dropdown-item">SaaS</a></div></div></div></div></div></div></div></section><section class="styles_root__fvdYi mt-5" id="latest-insights"><div class="container"><div class="mt-5 row"><div class="mb-5 vc-client-hiring-expansion col-12 col-md-4"><a class="text-decoration-none" href="/blog/what-should-an-ae-interview-process-actually-look-like/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/q27q30abg2iqvnk6t0dc7exka3i4" alt="What should an AE Interview Process actually look like?"
33class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/seycftscfc2vcwq2h9bi504xiy2d" alt="Adam Richardson" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Adam Richardson<!-- --> -<!-- --> <!-- -->16/09/2026</small></p><h4 class="mb-3 fs-5 post-title">What should an AE Interview Process actually look like?</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>How many stages does your AE Interview Process have? </p> 34<p>Do you know what each one is for?</p> 35<p>And if two of your interviewers disagreed about a candidate tomorrow, could you say which of them was assessing the right thing?</p> 36<p>In our latest blog we explore what a process worth running actually looks like, stage by stage.</p> 37<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 client-vc-expansion col-12 col-md-4"><a class="text-decoration-none" href="/blog/how-many-accounts-should-one-csm-actually-own/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/64wjii800ilmtwo1ekjvjdvnd40e" alt="How Many Accounts Should One CSM Actually Own?" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/3mizbdp7vm60vdnmy31ozxg8c2ef" alt="Emma Page" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Emma Page<!-- --> -<!-- --> <!-- -->16/09/2026</small></p><h4 class="mb-3 fs-5 post-title">How Many Accounts Should One CSM Actually Own?</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>Have you ever been in the meeting where someone asks how many accounts a CSM should carry, and three people give three different numbers with total confidence?</p> 38<p>It happens constantly. Usually it happens when a board deck needs a headcount line, and the ratio is being reverse-engineered from a budget rather than from the work.</p> 39<p>So here is a more useful way to think about it.</p> 40<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 client-vc-expansion-hiring col-12 col-md-4"><a class="text-decoration-none" href="/blog/when-should-you-hire-your-first-vp-of-sales/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/zg0ox0vt9pkah2jiccs2wpaiiirs" alt="When should you hire your first VP of Sales?" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/9g5vdp53nie44mto6u0oyg38wxqs" alt="John Hitchen" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->John Hitchen<!-- --> -<!-- --> <!-- -->26/08/2026</small></p><h4 class="mb-3 fs-5 post-title">When should you hire your first VP of Sales?</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>Have you started sentences with "once we've got a VP Sales in" more than twice this quarter?</p> 41<p>Is the founder still on every deal that matters?</p> 42<p>And when somebody asks what the VP would actually do in their first ninety days, does the room go a bit quiet?</p> 43<p>That last one is the useful question. Most businesses know roughly when they want a sales leader. Far fewer can say what the leader is meant to fix, and that gap is where most of these hires go wrong.</p> 44<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 expansion-hiring-vc-client col-12 col-md-4"><a class="text-decoration-none" href="/blog/what-order-should-you-hire-your-saas-marketing-team-in/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/sa09dwwuh8blcjy8297x6nm77zg3" alt="What Order should you hire your Sa
44aS Marketing Team in?" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/3gtt5osc8r11fy55bdrcj59rufa3" alt="Josh Bunce" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Josh Bunce<!-- --> -<!-- --> <!-- -->19/08/2026</small></p><h4 class="mb-3 fs-5 post-title">What Order should you hire your SaaS Marketing Team in?</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p style="text-align: left;">Who was your first Marketing hire, and what was on their business card?</p> 45<p style="text-align: left;">Now the harder question. Did that title match what you actually needed them to do in their first six months?</p> 46<p style="text-align: left;">For most SaaS companies the honest answer is no. The title said Head of Marketing. The job was building pipeline from nothing, on their own, whilst the sales team asked every Monday where the leads were.</p> 47<p style="text-align: left;">That gap between the title and the work is where most SaaS Marketing hiring falls over. Not at interview. Not at offer. At the point somebody decided what the role was.</p> 48<p style="text-align: left;">Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 client-hiring-expansion-vc-cyber col-12 col-md-4"><a class="text-decoration-none" href="/blog/what-should-you-ask-a-cybersecurity-recruitment-agency-before-you-sign/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/6wog8ycbwc0sftcdd1unqd3sodwn" alt="What should you ask a Cybersecurity Recruitment Agency before you sign?" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/1h7v33fpd4siuti7uu5buvx3z6jb" alt="Iwan Robertson" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Iwan Robertson<!-- --> -<!-- --> <!-- -->19/08/2026</small></p><h4 class="mb-3 fs-5 post-title">What should you ask a Cybersecurity Recruitment Agency before you sign?</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p style="text-align: left;">How many agencies got in touch the week your last role went live?</p> 49<p style="text-align: left;">Three? Six? More, if the role was posted publicly and the job title had the word "Security" anywhere near it.</p> 50<p style="text-align: left;">They will all have said roughly the same thing. Specialists in Cyber. Strong network. Some placements you have never heard of at companies you have. And you will have had about twenty minutes to work out which of them is actually going to help.</p> 51<p style="text-align: left;">So here are the questions worth asking. They are not clever, and that is deliberate. The useful ones rarely are.</p> 52<p style="text-align: left;">Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 cyber-hiring-expansion-saa-s-client-vc col-12 col-md-4"><a class="text-decoration-none" href="/blog/how-cybersecurity-vendors-should-build-their-go-to-market-team/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/r8f0ag7j5u5zwfu6wlv8fac6yguu" alt="Selling Security Is a Different Sport: How Cyber Vendors Should Build Their Go-to-Market Team" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/1h7v33fpd4siuti7uu5buvx3z6jb" alt="Iwan Robertson" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Iwan Robertson<!-- --> -<!-- --> <!-- -->06/08/2026</small></p><h4 class="mb-3 fs-5 post-title">Selling Security Is a Different Sport: How Cyber Vendors Should Build Their Go-to-Market Team</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>Most Cybersecurity Vendors build a brilliant product and then hire the Commercial team as if they were selling any other piece of software.</p> 53<p>They bring in a polished Enterprise seller with a great logo on the CV, expect the pipeline to follow, and are surprised when deals stall in the first technical call.</p> 54<p>Selling security is a different sport. The buyer is paid to be sceptical, the evaluation is run by engineers, and a single weak reference travels fast through a small, well-connected community.</p> 55<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 cyber-client-vc-expansio col-12 col-md-4"><a class="text-decoration-none" href="/blog/ai-siem-is-where-the-capital-is-going-what-it-means-for-cyber-gtm-hiring/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/pyanne9jet9m72v7rfk84l3gqp0b" alt="AI SIEM Is Where the Capital Is Going: What It Means for Cyber GTM Hiring" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/1h7v33fpd4siuti7uu5buvx3z6jb" alt="Iwan Robertson" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Iwan Robertson<!-- --> -<!-- --> <!-- -->01/08/2026</small></p><h4 class="mb-3 fs-5 post-title">AI SIEM Is Where the Capital Is Going: What It Means for Cyber GTM Hiring</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>SIEM has been the most expensive, most complained-about line item in the security budget for the better part of a decade, which is precisely why it has become one of the most heavily funded battlegrounds in Cyber. </p> 56<p>A wave of AI-native SIEM and security data platform companies has raised significant capital on a simple proposition: that log ingestion should not cost more than the breaches it detects, and that detection engineering should not require an army of analysts writing rules by hand.</p> 57<p>For go-to-market leaders in this space, that capital creates a specific and unusual hiring problem. You are not selling a new capability into an empty budget line - you are selling a replacement for a system the buyer already owns, has spent years configuring, and cannot switch off. That changes what a good s
57alesperson looks like, and it changes how you build the revenue team behind the raise.</p> 58<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 client-vc-saa-s-hiring-expansion col-12 col-md-4"><a class="text-decoration-none" href="/blog/what-makes-a-great-saas-account-executive/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/zmhl95copxlfjsttqtvkm3h0d2lg" alt="What Makes a Great SaaS Account Executive?" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/9g5vdp53nie44mto6u0oyg38wxqs" alt="John Hitchen" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->John Hitchen<!-- --> -<!-- --> <!-- -->01/08/2026</small></p><h4 class="mb-3 fs-5 post-title">What Makes a Great SaaS Account Executive?</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>Ask ten revenue leaders what makes a great SaaS account executive and you will get ten versions of the same vague answer: hungry, coachable, consultative, resilient. All true, none useful.</p> 59<p>The traits that actually separate the top decile of AEs from the competent middle are observable, testable and surprisingly consistent across company stage and deal size - and almost none of them are the things a CV shows.</p> 60<p>This blog breaks down what genuinely great SaaS account executives do differently, why those behaviours drive revenue, and how founders, revenue leaders and talent teams can identify them in a hiring process rather than discovering them nine months into a ramp.</p> 61<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><div class="mb-5 client-vc-expansion-hiring col-12 col-md-4"><a class="text-decoration-none" href="/blog/b2b-saas-sales-hiring-a-step-by-step-guide-for-founders/"><div class="pb-3 justify-content-between card"><div><div><img src="https://cdn.sourceflow.co.uk/k2ypsui83t8ql6ub1bfat6yqgydd" alt="B2B SaaS Sales Hiring: A Step-by-Step Guide for Founders" class="rounded-0 mb-3 post-image position-relative card-img"/><img src="https://cdn.sourceflow.co.uk/seycftscfc2vcwq2h9bi504xiy2d" alt="Adam Richardson" class="blog-author mb-4 consultant-image position-relative card-img"/></div><p class="fs-6 mb-2"><small>Posted by <!-- -->Adam Richardson<!-- --> -<!-- --> <!-- -->01/08/2026</small></p><h4 class="mb-3 fs-5 post-title">B2B SaaS Sales Hiring: A Step-by-Step Guide for Founders</h4><div class="mt-4 mb-5 post-short-preview fs-6"><p>Hiring your first - or your next - cohort of B2B SaaS salespeople is one of the highest-stakes decisions a Founder makes, and one of the least systematised.</p> 62<p>Most Founders approach it reactively: Revenue targets rise, a board deck asks for coverage, and a job advert goes live before anyone has agreed what the role actually is. The result is a long, expensive search that produces a plausible CV rather than a productive rep.</p> 63<p>A better approach treats sales hiring as a sequence of deliberate steps - defining the motion before the role, the role before the profile, the profile before the process, and the process before the offer.</p> 64<p>This blog walks through that sequence for B2B SaaS Founders hiring in 2026, with the practical detail that turns a hiring plan into hired people.</p> 65<p>Let's Dive In!</p></div></div><div><span class="position-relative arrow primary-color"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.all_blogs.cardButtonTitle">Read More</span></span></div></div></a></div><nav class="styles_root__DKJqj" aria-label="pagination"><ul class="pagination pagination-md"><li class="page-item disabled"><a href="/blogs/page/null/" class="page-link" aria-label="Previous"><span aria-hidden="true">â¹</span><span class="visually-hidden">Previous</span></a></li><li class="page-item active"><a href="/blogs/page/1/" class="page-link">1</a></li><li class="page-item"><a href="/blogs/page/2/" class="page-link">2</a></li><li class="page-item"><a href="/blogs/page/3/" class="page-link">3</a></li><li class="page-item"><a href="/blogs/page/4/" class="page-link">4</a></li><li class="page-item"><a href="/blogs/page/5/" class="page-link">5</a></li><li class="page-item"><a href="/blogs/page/6/" class="page-link">6</a></li><li class="page-item"><a href="/blogs/page/7/" class="page-link">7</a></li><li class="page-item"><a href="/blogs/page/8/" class="page-link">8</a></li><li class="page-item"><a href="/blogs/page/9/" class="page-link">9</a></li><li class="page-item"><a href="/blogs/page/10/" class="page-link">10</a></li><li class="page-item"><a href="/blogs/page/11/" class="page-link">11</a></li><li class="page-item"><a href="/blogs/page/12/" class="page-link">12</a></li><li class="page-item"><a href="/blogs/page/13/" class="page-link">13</a></li><li class="page-item"><a href="/blogs/page/14/" class="page-link">14</a></li><li class="page-item"><a href="/blogs/page/15/" class="page-link">15</a></li><li class="page-item"><a href="/blogs/page/16/" class="page-link">16</a></li><li class="page-item"><a href="/blogs/page/17/" class="page-link">17</a></li><li class="page-item"><a href="/blogs/page/18/" class="page-link">18</a></li><li class="page-item"><a href="/blogs/page/19/" class="page-link">19</a></li><li class="page-item"><a href="/blogs/page/20/" class="page-link">20</a></li><li class="page-item"><a href="/blogs/page/21/" class="page-link">21</a></li><li class="page-item"><a href="/blogs/page/2/" class="page-link" aria-label="Next"><span aria-hidden="true">âº</span><span class="visually-hidden">Next</span></a></li></ul></nav></div></div></section><section class="styles_root__xGmVC mt-5 mb-5" id="get-in-touch"><div class="container"><div class="gradient-bg m-md-0 pt-5 pb-5 row"><div class="ps-md-5 pe-md-5 col-md-12"><h2 class="mb-4"><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.get_in_touch.heading">Get in touch</span></h2></div><div class="ps-md-5 col-md-6"><div class="pe-md-5"><div class="row"><div class="col-md-6"><h5><span data-sourceflow-type="text" data-sourceflow-path="blogs_page.get_in_touch.formHeading">
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65<script id="__NEXT_DATA__" type="application/json">{"props":{"pageProps":{"global":{"solutions_page.anchor_with_text.subheading":"","solutions_page.anchor_with_text.buttonTitle1":"Scale with Strive","solutions_page.image_with_text_1.heading":"Scale","undefined.cardButtonTitle":"Read More","saas_page.main_banner.heading":"SaaS Recruitment","solutions_page.image_with_text_1.content":"Meet our fully outsourced solution â designed for when youâre ready to scale your go-to-market function and need to ramp up your talent acquisition capability. Offering a lower cost per hire, youâll get access to a dedicated team of SaaS hiring experts along with detailed market intelligence reports, DE\u0026I Metrics, workflow transparency, and strategic talent acquisition support.","solutions_page.image_with_text_1.buttonTitle1":"Read more","solutions_page.image_with_text_2.heading":"Focus","solutions_page.image_with_text_2.content":"Focus is our fully retained service offering and it means we work exclusively for you uncovering great talent to supercharge your success and deliver guaranteed outcomes.\u003cbr\u003e\u003cbr\u003eExpect to pay an initial retainer as well as shortlisting and success fees. Think executive search, but jam-packed with value adds.","solutions_page.image_with_text_2.buttonTitle1":"Read more","solutions_page.image_with_text_3.heading":"Reach","solutions_page.image_with_text_3.content":"Need talent fast, really fast? Our flexible Reach solution has you covered. We'll take your hiring strategy and quickly find the top active candidates who have the skills you need. What's more, this service is pay on success, so you'll only pay when you want to hire someone.","solutions_page.image_with_text_3.buttonTitle1":"Read more","solutions_page.text_with_image_overlay.heading":"Here for the changemakers","homepage.main_banner.heading":"Think big. Scale fast.","homepage.anchor_with_text.heading":"Your pre-IPO SaaS company is heading somewhere amazing. We get you there faster.\u003cbr\u003e\u003cspan class=\"primary-color\"\u003e\u003cbr\u003eReady to build high performance sales teams?\u003c/span\u003e","homepage.anchor_with_text.subheading":"Letâs Scale","homepage.image_with_text_1.heading":"Go-to-market hiring is what we do.","homepage.image_with_text_1.content":"Weâre all about go-to-market hiring. Itâs why weâre here. Itâs what we do. Thatâs why the worldâs most disruptive tech companies choose Strive to fuel their growth.\u003cbr\u003e\u003cbr\u003eWe get to know who you are and where youâre heading, connecting you with the best software salespeople on the planet to unleash extraordinary growth. And if youâre a SaaS expert looking for an opportunity to make your mark, we want to hear about it. Check out our roles to access game-changing opportunities.","homepage.image_with_text_1.buttonTitle1":"Start your journey","homepage.image_with_text_1.buttonTitle2":"Explore roles","homepage.image_with_text_2.heading":"We scale Go-To-Market teams","homepage.image_with_text_2.buttonTitle1":"Let's Scale","homepage.meet_the_team.heading":"Meet team Strive","homepage.meet_the_team.content":"Our team make amazing things happen.","homepage.meet_the_team.buttonTitle":"View the full team","homepage.meet_the_team.cardButtonTitle":"READ MORE","homepage.image_with_text_3.heading":"Access game-changing opportunities","homepage.image_with_text_3.buttonTitle1":"Start your journey","homepage.get_in_touch.heading":"Get in touch","homepage.get_in_touch.content":"Ready to scale your GTM team? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","homepage.get_in_touch.sub_content":"Letâs Talk","join_strive_page.text_with_image_overlay.content2":"\u003cul class=\"m-0 list-unstyled\"\u003e\u003cli\u003e\u003ch5\u003eUncapped commission\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eWe don't put limit on success.\u003c/p\u003e\u003c/li\u003e\u003cli\u003e\u003ch5\u003eWork with world-class tech companies\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eOur clients are doing amazing things and you can too.\u003c/p\u003e\u003c/li\u003e\u003cli\u003e\u003ch5\u003eBenefits that actually benefit you\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eFlexible hours and unlimited holidays are all part of the deal.\u003c/p\u003e\u003c/li\u003e\u003cli\u003e\u003ch5\u003eNon-stop learning and development\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eWe want you to thrive and
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65ing you forward for job opportunities, arranging payments to you and developing and managing our services and relationship with you and our clients.\u003c/p\u003e\u003cp\u003eIf you have opted-in we may also send you marketing information and news via email/ text. You can opt-out from receiving these at any time by clicking âunsubscribeâ when you receive these communications from us.\u003c/p\u003e\u003cp\u003eIn some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime and also to comply with laws that apply to us. We may also use your information during the course of internal audits to demonstrate our compliance with certain industry standards.\u003c/p\u003e\u003cp\u003eWe must have a legal basis to process your personal data. The legal bases we rely upon to offer our work-finding services to you are:\u003c/p\u003e\u003cp\u003e⢠Your consent;\u003c/p\u003e\u003cp\u003e⢠Where we have a legitimate interest;\u003c/p\u003e\u003cp\u003e⢠To comply with a legal obligation that we have;\u003c/p\u003e\u003cp\u003e⢠To fulfil a contractual obligation that we have with you\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eLegitimate Interest\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eThis is where the Company has a legitimate reason to process your data provided it is reasonable and does not go against what you would reasonably expect from us.\u003c/p\u003e\u003cp\u003eWhere the Company has relied on a legitimate interest to process your personal data our legitimate interests are as follows:\u003c/p\u003e\u003cp\u003e⢠Managing our database and keeping work-seeker records up to date;\u003c/p\u003e\u003cp\u003e⢠Providing work-finding services to you and our clients;\u003c/p\u003e\u003cp\u003e⢠Contacting you to seek your consent where we need it;\u003c/p\u003e\u003cp\u003e⢠Giving you information about similar products or services that you have used from us recently.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eStatutory / Contractual Requirement\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eThe Company has certain legal and contractual requirements to collect personal data (e.g. to comply with the Conduct of Employment Agencies and Employment Businesses Regulations 2003, immigration and tax legislation, and in some circumstances safeguarding requirements.)\u003c/p\u003e\u003cp\u003eOur clients may also require this personal data, and/or we may need your data to enter into a contract with you. If you do not give us personal data we need to collect we may not be able to continue to provide work-finding services to you.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eRecipient/s of data\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eThe Company will process your personal data and/or sensitive personal data with the following recipients:\u003c/p\u003e\u003cp\u003e⢠Clients (whom we may introduce or supply you to);\u003c/p\u003e\u003cp\u003e⢠Former employers whom we may seek references from;\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eWhat information do we collect about you?\u003c/strong\u003e\u003c/p\u003e\u003cp\u003ePersonal data:\u003c/p\u003e\u003cp\u003e⢠Name, mobile number, email\u003c/p\u003e\u003cp\u003e⢠LinkedIn profile / CV\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eSource of the personal data:\u003c/strong\u003e\u003c/p\u003e\u003cp\u003e⢠From jobs boards and LinkedIn;\u003c/p\u003e\u003cp\u003e⢠A former employer;\u003c/p\u003e\u003cp\u003e⢠A referee whose details you previously provided to us;\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eHow long do we keep the information for?\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eThe Company will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws may also require us to keep different data for different periods of time. For example, the Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the date on which we last provide you with work-finding services.\u003c/p\u003e\u003cp\u003eTo determine the appropriate retention period for personal data, we consider the amount, nature, and sensitivity of the personal data, the likelihood of a suitable role arising where you are applying for a job, the potential risk of harm from unauthorised use or disclosure of your personal data, the purposes for which we process your personal data and whether we can achieve those purposes through other means, and the applicable legal requirements.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eCan you access, correct or withdraw your data?\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eWe want to make sure that your personal information is accurate and up to date; please keep us informed if your personal data changes during your relationship with us. You may ask us to correct any inaccurate data about yourself or ask us to stop processing your data.\u003c/p\u003e\u003cp\u003eYou have the right to:\u003c/p\u003e\u003cp\u003e⢠Withdraw your consent for us to process your information for any reason;\u003c/p\u003e\u003cp\u003e⢠Request a copy of the information we hold about you; or\u003c/p\u003e\u003cp\u003e⢠Ask for your personal data to be deleted.\u003c/p\u003e\u003cp\u003eIf you would like to exercise any of these rights, please email [email protected]\u003c/p\u003e\u003cp\u003eYou should be aware that where we process your data for a Transaction (other than for marketing purposes), and you wish to withdraw your consent for us to process your information, then we may need to cease communications with you and you will be required to re-register and provide all of your personal information again, should you choose to enter into a Transaction with us again in future.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eInternational Transfers\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eThe data that we collect from you may/will be transferred to, and stored at, a destination outside the UK or\u0026nbsp;European Economic Area (âEEAâ). It may be transferred to third parties outside of the UK or the EEA for the purpose of our recruitment services. It may/will also be processed by staff operating outside the UK or the\u0026nbsp;EEA who work for us or for one of our suppliers. This includes staff engaged in, among other things, our recruitment services and the provision of support services. By submitting your personal data, you agree to this processing. We will take all steps reasonably necessary to ensure that your data is treated securely and in accordance with this privacy notice.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eData Security\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eWe have put in place appropriate security measures to prevent your personal data from being accidentally lost, used or accessed in an unauthorised way, altered or disclosed. In addition, we limit access to your personal data to those employees, agents, contractors and other third parties who have a business need to know. They will only process your personal data on our instructions and they are subject to a duty of confidentiality.\u003c/p\u003e\u003cp\u003eWe have put in place procedures to deal with any suspected personal data breach and will notify you and any applicable regulator of a breach where we are legally required to do so.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eCookies\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eWe may obtain data about you from cookies. These are small text files that are placed on your computer by websites that you visit. They are widely used in order to make websites work, or work more efficiently, as well as to provide information to the owners of the site. Cookies also enable us to deliver more personalised content.\u003c/p\u003e\u003cp\u003eMost web browsers allow some control of most cookies through the browser settings. To find out more about cookies, please visit www.aboutcookies.org.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eLinks to External Websites\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eOur website may contain links to other websites provided by third parties not under our control. When following a link and providing information on that link please be aware that we are not responsible for the data provided by that third party. When you link to other websites you should read their privacy policies. This policy applies solely to the information collected by the C
65ompanyâs website.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eChanges to this Privacy Policy\u003c/strong\u003e\u003c/p\u003e\u003cp\u003eOur company may change this policy from time to time by updating this page. You should check this page from time to time to ensure that you are happy with any changes.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cstrong\u003eContact\u003c/strong\u003e\u003c/p\u003e\u003cp\u003ePlease contact us if you have any questions about our Privacy Policy or information we hold about you:\u003c/p\u003e\u003cp\u003e⢠By email to: [email protected]; or\u003c/p\u003e\u003cp\u003e⢠In writing to: Data Protection Officer, Strive, WeWork, Dalton Place, John Dalton Street, Manchester, M2 6LN.\u003c/p\u003e\u003cp\u003eYou have the right to make a complaint at any time to the Information Commissionerâs Office (ICO), the UK supervisory authority for data protection issues. We would, however, appreciate the chance to deal with your concerns before you approach the ICO, so please contact us in the first instance.\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003ch1\u003eCookie Policy\u003c/h1\u003e\u003cp\u003eEffective Date: 10-Nov-2022\u003c/p\u003e\u003cp\u003eLast Updated: 27-April-23\u003c/p\u003e\u003cp\u003e\u0026nbsp;\u003c/p\u003e\u003ch5\u003eWhat are cookies?\u003c/h5\u003e\u003cp\u003eThis Cookie Policy explains what cookies are and how we use them, the types of cookies we use i.e, the information we collect using cookies and how that information is used, and how to manage the cookie settings.\u003c/p\u003e\u003cp\u003eCookies are small text files that are used to store small pieces of information. They are stored on your device when the website is loaded on your browser. These cookies help us make the website function properly, make it more secure, provide better user experience, and understand how the website performs and to analyze what works and where it needs improvement.\u003c/p\u003e\u003cp\u003e\u0026nbsp;\u003c/p\u003e\u003ch5\u003eHow do we use cookies?\u003c/h5\u003e\u003cp\u003eAs most of the online services, our website uses first-party and third-party cookies for several purposes. First-party cookies are mostly necessary for the website to function the right way, and they do not collect any of your personally identifiable data.\u003c/p\u003e\u003cp\u003eThe third-party cookies used on our website are mainly for understanding how the website performs, how you interact with our website, keeping our services secure, providing advertisements that are relevant to you, and all in all providing you with a better and improved user experience and help speed up your future interactions with our website.\u003c/p\u003e\u003cp\u003e\u0026nbsp;\u003c/p\u003e\u003ch5\u003eTypes of Cookies we use\u003c/h5\u003e\u003cp\u003e\u003cbr\u003e\u003c/p\u003e\u003ch3\u003eNECESSARY\u003c/h3\u003e\u003cp\u003eCookieDurationDescriptionJSESSIONIDsessionThe JSESSIONID cookie is used by New Relic to store a session identifier so that New Relic can monitor session counts for an application._lfa2 yearsThis cookie is set by the provider Leadfeeder to identify the IP address of devices visiting the website, in order to retarget multiple users routing from the same IP address.\u003c/p\u003e\u003ch3\u003eANALYTICS\u003c/h3\u003e\u003cp\u003eCookieDurationDescription_ga2 yearsThe _ga cookie, installed by Google Analytics, calculates visitor, session and campaign data and also keeps track of site usage for the site's analytics report. The cookie stores information anonymously and assigns a randomly generated number to recognize unique visitors._gid1 dayInstalled by Google Analytics, _gid cookie stores information on how visitors use a website, while also creating an analytics report of the website's performance. Some of the data that are collected include the number of visitors, their source, and the pages they visit anonymously._gat_gtag_UA_223937562_11 minuteSet by Google to distinguish users.\u003c/p\u003e\u003ch3\u003eOTHERS\u003c/h3\u003e\u003cp\u003eCookieDurationDescription_lfa_test_cookie_storedpastNo description\u003c/p\u003e\u003cp\u003e\u0026nbsp;\u003c/p\u003e\u003ch5\u003eManage cookie preferences\u003c/h5\u003e\u003cp\u003eYou can change your cookie preferences any time by clicking the above button. This will let you revisit the cookie consent banner and change your preferences or withdraw your consent right away.\u003c/p\u003e\u003cp\u003eIn addition to this, different browsers provide different methods to block and delete cookies used by websites. You can change the settings of your browser to block/delete the cookies. Listed below are the links to the support documents on how to manage and delete cookies from the major web browsers.\u003c/p\u003e\u003cp\u003eChrome:\u0026nbsp;\u003ca href=\"https://support.google.com/accounts/answer/32050\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(255, 31, 31);\"\u003ehttps://support.google.com/accounts/answer/32050\u003c/a\u003e\u003c/p\u003e\u003cp\u003eSafari:\u0026nbsp;\u003ca href=\"https://support.apple.com/en-in/guide/safari/sfri11471/mac\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(255, 31, 31);\"\u003ehttps://support.apple.com/en-in/guide/safari/sfri11471/mac\u003c/a\u003e\u003c/p\u003e\u003cp\u003eFirefox:\u0026nbsp;\u003ca href=\"https://support.mozilla.org/en-US/kb/clear-cookies-and-site-data-firefox?redirectslug=delete-cookies-remove-info-websites-stored\u0026amp;redirectlocale=en-US\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(255, 31, 31);\"\u003ehttps://support.mozilla.org/en-US/kb/clear-cookies-and-site-data-firefox?redirectslug=delete-cookies-remove-info-websites-stored\u0026amp;redirectlocale=en-US\u003c/a\u003e\u003c/p\u003e\u003cp\u003eInternet Explorer:\u0026nbsp;
65\u003ca href=\"https://support.microsoft.com/en-us/topic/how-to-delete-cookie-files-in-internet-explorer-bca9446f-d873-78de-77ba-d42645fa52fc\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(255, 31, 31);\"\u003ehttps://support.microsoft.com/en-us/topic/how-to-delete-cookie-files-in-internet-explorer-bca9446f-d873-78de-77ba-d42645fa52fc\u003c/a\u003e\u003c/p\u003e\u003cp\u003eIf you are using any other web browser, please visit your browserâs official support documents.\u003c/p\u003e\u003cp\u003e\u0026nbsp;\u003c/p\u003e\u003cp\u003eCookie Policy Generated By\u0026nbsp;\u003ca href=\"https://www.cookieyes.com/?utm_source=CP\u0026amp;utm_medium=footer\u0026amp;utm_campaign=UW\" rel=\"noopener noreferrer\" target=\"_blank\" style=\"color: rgb(255, 31, 31);\"\u003eCookieYes - Cookie Policy Generator\u003c/a\u003e.\u003c/p\u003e","privacy_cookies_policy.get_in_touch.heading":"Get in touch","privacy_cookies_policy.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","blog_page.blog_detail.emailButtonTitle":"eMail Recruiter","blog_page.blog_detail.linkedinButtonTitle":"LinkedIn Profile","blog_page.blog_detail.viewMyOtherJobsText":"View my jobs","blog_page.blog_detail.nextPostButtonTitle":"Next Post","blog_page.all_blogs.cardButtonTitle":"Read More","internal_job_search_page.main_banner.heading":"Internal Jobs Search","internal_job_search_page.main_banner.subheading":"Want exclusive access to the fastest growing SaaS companies on the planet?","consultant_page.anchor_with_text_1.heading":"\u003cspan class=\"primary-color\"\u003eWeâre unstoppable.\u003c/span\u003e \u003cbr\u003e\u003cbr\u003eMeet the people who build go-to-market teams for the planetâs most disruptive tech companies.","consultant_page.anchor_with_text_1.buttonTitle1":"Scale with Strive","consultant_page.clients.heading":"Trust by global \u003cbr\u003eleaders in tech","privacy_cookies_policy.get_in_touch.formHeading":"Select who you are from the dropdown menu","privacy_cookies_policy.main_banner.heading":"Privacy and Cookies Policy","solution_page.solution_card.mini_heading":"Strive Solutions","solution_page.solution_card.buttonTitle1":"Scale with Strive","solution_page.case_studies.heading":"Case Studies that use our Focus solution","solution_page.case_studies.buttonTitle1":"Read more","solution_page.text_with_image_overlay.heading":"Here for the changemakers","solution_page.text_with_image_overlay.content1":"\u003ch5 class=\"mb-3\"\u003eYou're an extraordinary company. So, why choose an ordinary hiring partner?\u003c/h5\u003eWe know that the SaaS world moves at lightning speed and that you need a hiring partner who can keep up the pace. That's exactly what we do, offering flexible services â exclusively designed for VC-backed SaaS tech companies. If youâre looking for a hiring partner who âgetsâ who you are and what youâre about, choose Strive.","solution_page.text_with_image_overlay.buttonTitle1":"Scale with Strive","solution_page.get_in_touch.heading":"Get in touch","solution_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","solution_page.get_in_touch.sub_content":"Letâs Talk","solution_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","book_a_call_page.main_banner.heading":"Book a Call","book_a_call_page.main_banner.subheading":"Meet with our Business Leaders","our_story_page.text_with_image_overlay.subContent4":"\u003ch5 class=\"sixth-color\"\u003eEverything we do builds trust\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eResults are never at the expense of our integrity. Doing right by our team, clients and candidates is always front and centre.\u003c/p\u003e","our_story_page.image_with_text_2.short_video_description":"Watch our founders discuss \u003cbr\u003eStrive culture and why it is so\u003cbr\u003eimportant to their business","our_story_page.image_with_text_2.heading":"Meet our Founders","our_story_page.main_banner.heading":"Our Story","our_story_page.main_banner.subheading":"Empowering global tech companies to scale fast.","our_story_page.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eSome recruiters try to do it all. \u003cbr\u003eThatâs not our style.\u003c/span\u003e\u003cbr\u003e\u003cbr\u003eWeâre obsessed with building industry-changing, go-to-market teams, and we do it better than anyone else.","our_story_page.image_with_text_1.heading":"Go build the future. We've got your back.","our_story_page.image_with_text_1.content":"Cyber Security Recruitment","our_story_page.image_with_text_1.buttonTitle1":"Scale with Strive","our_story_page.text_with_image_overlay.content1":"\u003ch2 class=\"mb-4\"\u003eWhy settle for ordinary?\u003c/h2\u003e\u003cp\u003eAt Strive, we donât do ordinary service or ordinary results. Our go-to-market focus, access to game-changing candidates, and obsession with extraordinary growth sets us apart. But itâs our values and people that make us.\u003cbr\u003e\u003cbr\u003eThese are the values we live by:\u003c/p\u003e","our_story_page.text_with_image_overlay.subContent1":"\u003ch5 class=\"sixth-color\"\u003eIt's about our people\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eOur people are our greatest asset. We big each other up and celebrate authenticity. Above all, we value each other and treat each other with respect.\u003c/p\u003e","our_story_page.text_with_image_overlay.subContent2":"\u003ch5 class=\"sixth-color\"\u003eRelentless accountability\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eWe are passionate about delivering the best results for our clients, our colleagues and ourselves. We will do everything we can to deliver on our promises and hold ourselves to the highest levels of accountability.\u003c/p\u003e","our_story_page.text_with_image_overlay.subContent3":"\u
65003ch5 class=\"sixth-color\"\u003eBetter, every day\u003c/h5\u003e\u003cp class=\"fs-6\"\u003eWe are obsessed with being the best we can be and recognized this is an ongoing journey. We focus on personal and professional development every day.\u003c/p\u003e","our_story_page.image_with_text_2.content":"Meet Adam and Harrison, the founders who shape Striveâs culture, vision and mission to become the number one GTM Talent Partner on the planet.","our_story_page.get_in_touch.heading":"Get in touch","our_story_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","our_story_page.get_in_touch.sub_content":"Letâs Talk","our_story_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","join_strive_page.main_banner.heading":"Ready for a career\u003cbr\u003ewithout limits?","join_strive_page.anchor_with_text.buttonTitle1":"Join Strive","join_strive_page.text_with_image_overlay.content1":"\u003ch2 class=\"mb-4\"\u003eBe more Strive\u003c/h2\u003e\u003cp\u003eWeâre on a mission to become the number-one hiring partner to venture-capital-backed SaaS companies across the globe. Hereâs what you can expect if you come along for the ride\u003c/p\u003e","join_strive_page.text_with_image_overlay.buttonTitle1":"Play Video","join_strive_page.image_with_text_1.heading":"Our people are everything","join_strive_page.image_with_text_1.content":"\u003ch4 class=\"mb-4\"\u003eWe do things differently around here. And itâs our people that make it such an awesome place to be.\u003c/h4\u003e\u003cp class=\"fs-6\"\u003eAt Strive, weâre invested in your success from day one. And it starts with unrivalled training and development, which means you have all the tools and knowledge to make a dent quickly. Weâre a supportive, friendly bunch â always looking out for each other and celebrating each otherâs wins. Yes, weâre competitive â this is sales after all â but youâll always find the support and resources you need to make big things happen for your career.\u003c/p\u003e\u003cp class=\"fs-6\"\u003eIf youâre looking for a job that gives you the opportunity to achieve without limits â this is it. With uncapped commission, brilliant benefits, and a dynamic work environment, Strive is a place for people who want more.\u003c/p\u003e\u003cp class=\"fs-6\"\u003eDoes this sound like your thing? Get in touch, weâd love to hear your story.\u003c/p\u003e","join_strive_page.image_with_text_1.buttonTitle1":"Realise your potential","join_strive_page.social_feed.heading":"Instagram feed","join_strive_page.social_feed.subheading":"@scalewithstrive","join_strive_page.image_with_text_2.heading":"Relocation opportunities","join_strive_page.image_with_text_2.content":"\u003ch4 class=\"mb-4\"\u003eStrive is a multinational company with offices in Manchester, London, Amsterdam, Munich, and Tampa Bay, Florida.\u003c/h4\u003e\u003cp class=\"fs-6\"\u003eIf you're looking to relocate for your career, Strive provides exciting opportunities to work in different parts of the world. With diverse office locations, you can experience new cultures, meet new people, and build your professional network. Whether you're interested in advancing your career in a new city or taking your skills abroad, Strive has a variety of options for you to explore.\u003c/p\u003e\u003ch5 class=\"mt-4\"\u003eManchester London Amsterdam Munich Tampa\u003c/h5\u003e","join_strive_page.image_with_text_2.buttonTitle1":"Realise your potential","join_strive_page.image_with_text_3.heading":"Our benefits","join_strive_page.image_with_text_3.content":"\u003cul class=\"m-0 list-unstyled\"\u003e\u003cli\u003e\u003csvg viewBox=\"0 0 30 31\" fill=\"none\" xmlns=\"http://www.w3.org/2000/svg\"\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M0 28.834V.5h1.667v28.334h28.332v1.667H1.667C.747 30.5 0 29.755 0 28.834Z\" fill=\"#371B68\"\u003e\u003c/path\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M30 11.332a2.5 2.5 0 0 1-3.413 2.329l-3.579 4.771a2.5 2.5 0 1 1-4.642.827l-3-2.4a2.494 2.494 0 0 1-2.113.134l-3.578 4.773a2.5 2.5 0 1 1-1.262-1.095l3.579-4.772a2.5 2.5 0 1 1 4.488-.283l2.709 2.167a2.49 2.49 0 0 1 1.644-.617c.322 0 .63.06.913.172l3.579-4.772A2.5 2.5 0 1 1 30 11.333Zm-2.5.834a.833.833 0 1 0 0-1.667.833.833 0 0 0 0 1.667Zm-13.333 3.333a.833.833 0 1 0 0-1.666.833.833 0 0 0 0 1.666ZM7.5 23.832a.833.833 0 1 0 0-1.666.833.833 0 0 0 0 1.666Zm14.167-4.166a.833.833 0 1 1-1.667 0 .833.833 0 0 1 1.667 0Z\" fill=\"#6E00FC\"\u003e\u003c/path\u003e\u003c/svg\u003e\u003ch5\u003eUncapped Commission\u003c/h5\u003e\u003c/li\u003e\u003cli\u003e\u003csvg viewBox=\"0 0 30 31\" fill=\"none\" xmlns=\"http://www.w3.org/2000/svg\"\u003e\u003cpath d=\"M9.166 12.166h1.667v1.667H9.166v-1.667ZM14.166 12.166h1.667v1.667h-1.667v-1.667ZM19.166 12.166h1.667v1.667h-1.666v-1.667ZM24.166 12.166h1.667v1.667h-1.666v-1.667ZM4.167 17.166h1.666v1.667H4.166v-1.666ZM9.166 17.166h1.667v1.667H9.166v-1.666ZM14.166 17.166h1.667v1.667h-1.667v-1.666ZM4.167 22.166h1.666v1.667H4.166v-1.666ZM9.166 22.166h1.667v1.667H9.166v-1.666Z\" fill=\"#371B68\"\u003e\u003c/path\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M7.5 2.167h15V.5h1.667v1.667h4.166c.92 0 1.667.746 1.667 1.666v15a8.378 8.378 0 0 0-1.667-1.667V8.833H1.667v18.334h14.026c.26.595.588 1.153.973 1.666h-15c-.92 0-1.666-.746-1.666-1.666V3.833c0-.92.746-1.666 1.667-1.666h4.166V.5H7.5v1.667ZM5.833 3.833V5.5H7.5V3.833h15V5.5h1.667V3.833h4.166v3.334H1.667V3.833h4.166Z\" fill=\"#371B68\"\u003e\u003c/path\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M23.333 28.833a5 5 0 1 0 0-10 5 5 0 0 0 0 10Zm0 1.667a6.667 6.667 0 1 0 0-13.333 6.667 6.667 0 0 0 0 13.333Z\" fill=\"#371B68\"\u003e\u003c/path\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M26.423 22.756 22.5 26.68l-2.256-2.256 1.179-1.179 1.077 1.078 2.744-2.744 1.179 1.178Z\" fill=\"#6E00FC\"\u003e\u003c/path\u003e\u003c/svg\u003e\u003ch5\u003eUnlimited Holidays\u003c/h5\u003e\u003c/li\u003e\u003cli\u003e\u003csvg viewBox=\"0 0 30 31\" fill=\"none\" xmlns=\"http://www.w3.org/2000/svg\"\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M15 .5h.833C23.657.5 30 6.843 30 14.667v.833h-8.333v-.833a5.833 5.833 0 0 0-5.834-5.834H15V.5Zm1.667 1.694v5.018a7.503 7.503 0 0 1 6.62 6.621h5.019c-.41-6.24-5.4-11.228-11.64-11.639Z\" fill=\"#6E00FC\"\u003e\u003c/path\u003e\u003cpath d=\"M0 16.334C0 8.789 5.897 2.622 13.333 2.19v1.67C6.818 4.29 1.667 9.71 1.667 16.334c0 6.903 5.596 12.5 12.5 12.5 6.623 0 12.043-5.152 12.472-11.667h-5.018a7.501 7.501 0 1 1-8.288-8.288v1.68a5.835 5.835 0 1 0 6.608 6.608h8.368C27.878 24.603 21.711 30.5 14.167 30.5 6.343 30.5 0 24.157 0 16.334Z\" fill=\"#371B68\"\u003e\u003c/path\u003e\u003c/svg\u003e\u003ch5\u003eCompany Share Options\u003c/h5\u003e\u003c/li\u003e\u003cli\u003e\u003csvg viewBox=\"0 0 30 23\" fill=\"none\" xmlns=\"http://www.w3.org/2000/svg\"\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M27 1.75H3v16.5h24V1.75ZM3 .25a1.5 1.5 0 0 0-1.5 1.5v16.5a1.5 1.5 0 0 0 1.5 1.5h24a1.5 1.5 0 0 0 1.5-1.5V1.75A1.5 1.5 0 0 0 27 .25H3Z\" fill=\"#371B68\"\u003e\u003c/path\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M30 22.75H0v-1.5h30v1.5Z\" fill=\"#6E00FC\"\u003e\u003c/path\u003e\u003c/svg\u003e\u003ch5\u003eRemote working\u003c/h5\u003e\u003c/li\u003e\u003cli\u003e\u003csvg viewBox=\"0 0 30 29\" fill=\"none\" xmlns=\"http://www.w3.org/2000/svg\"\u003e\u003cpath fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M6.343 11.979a1.
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65ays\u003c/h5\u003e\u003c/li\u003e\u003c/ul\u003e","join_strive_page.latest_jobs.heading":"Join our team","join_strive_page.get_in_touch.heading":"Get in touch","join_strive_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","join_strive_page.get_in_touch.sub_content":"Letâs Talk","join_strive_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","solution_page.solution_card.buttonTitle2":"Other Solutions","solutions_page.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eWhether you need to scale your team or youâre on the hunt for a strategic hire, we make it happen.\u003c/span\u003e","blogs_page.main_banner.heading":"Insights","blogs_page.main_banner.subheading":"Get the latest insights on go-to-market \u003cbr\u003estrategy, SaaS news, and hiring from \u003cbr\u003e around the globe.","blogs_page.all_blogs.cardButtonTitle":"Read More","blogs_page.get_in_touch.heading":"Get in touch","blogs_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","blogs_page.get_in_touch.sub_content":"Letâs Talk","blogs_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","join_strive_page.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eWant to join the world of recruitment? \u003cbr\u003eYou're in the right place.\u003c/span\u003e\u003cbr\u003e\u003cbr\u003eGet ready to unleash your potential.","case_studies.main_banner.heading":"With you as you scale.","case_studies.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eExplore our case studies and learn how Strive can help realise your vision\u003c/span\u003e","case_studies.all_case_studies.buttonTitle":"READ MORE","case_studies_page.get_in_touch.heading":"Get in touch","case_studies_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","case_studies_page.get_in_touch.sub_content":"Letâs Talk","case_studies_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","meet_the_team_page.main_banner.heading":"Meet Team Strive","meet_the_team_page.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eWeâre unstoppable.\u003c/span\u003e\u003cbr\u003e\u003cbr\u003eMeet the people who build go-to-market teams for the planetâs most disruptive tech companies.","meet_the_team_page.anchor_with_text.buttonTitle1":"Scale with Strive","meet_the_team_page.all_consultants.cardButtonTitle":"READ MORE","meet_the_team_page.get_in_touch.heading":"Get in touch","meet_the_team_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","meet_the_team_page.get_in_touch.sub_content":"Letâs Talk","meet_the_team_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","homepage.multi_column_box.content1":"\u003ch3 class=\"primary-color\"\u003eScale your team\u003c/h3\u003e\u003cp\u003eWhether you need to scale your team fast or youâre on the hunt for a strategic hire, we make it happen.\u003c/p\u003e","homepage.multi_column_box.content2":"\u003ch3 class=\"primary-color\"\u003eFind a new role\u003c/h3\u003e\u003cp\u003eWant exclusive access to the fastest growing SaaS companies on the planet? \u003c/p\u003e","homepage.multi_column_box.content3":"\u003ch3 class=\"primary-color\"\u003eJoin Strive\u003c/h3\u003e\u003cp\u003eWe do things differently around here. And itâs our people that make it such an awesome place to be.\u003c/p\u003e","consultant_page.main_banner.heading":"Meet team Strive","consultant_page.anchor_with_text.heading":"Trust by global \u003cbr\u003eleaders in tech","consultant_page.anchor_with_text.buttonTitle1":"Scale with Strive","consultant_page.consultant.consultantJobButtonTitle":"Check out my jobs","consultant_page.consultant.consultantLinkedInButtonTitle":"LinkedIn profile","consultant_page.all_consultants.cardButtonTitle":"READ MORE","consultant_page.get_in_touch.heading":"Get in touch","consultant_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","consultant_page.get_in_touch.sub_content":"Letâs Talk","consultant_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","solutions_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","job_search_page.main_banner.heading":"Your future is waiting","job_search_page.main_banner.subheading":"Want exclusive access to the fastest growing SaaS companies on the planet?","job_search_page.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eAccess game changing opportunities\u003c/span\u003e","job_search_page.get_in_touch.heading":"Get in touch","job_search_page.get_in_touch.sub_content":"Sound good?","job_search_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","contact_page.main_banner.heading":"Let's talk growth","contact_page.main_banner.subheading":"Weâre proud to power industry-changing SaaS sales teams, and weâve never met a hiring challenge we couldnât beat. Whether youâre ready to unleash growth without limits or youâre a sales professional searching for an extraordinary opportunity â our experts have your back every step of the way.","contact_page.get_in_touch.heading":"Request a call","contact_page.get_in_touch.content":"Have a question? Want to know more about Strive? Or just want to pick our brains on your go-to-market hiring challenges?","contact_page.get_in_touch.sub_content":"Weâd love to chat.","contact_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","contact_page.office_locations.heading":"View our global locations","contact_page.office_locations.subheading":"","contact_page.office_locations.subcontent":"[email protected]","solution_page.case_studies.reach.buttonTitle1":"Read more","solution_page.case_studies.focus.buttonTitle1":"Read more","solution_page.case_studies.scale.buttonTitle1":"Read more","survey_page.text.heading":"\u003cspan class=\"primary-color\"\u003ePlease complete the below form to reserve your spot at our next event!\u003c/span\u003e","survey_form_page.main_banner.heading":"Strive GTM Roundtable","knowledge_hub.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eExplore our Knowledge Hub and\u003cbr\u003ediscover our exclusive content.\u003c/span\u003e","knowledge_hub.all_case_studies.downloadButtonTitle":"Download the full document","knowledge_hub.all_case_studies.buttonTitle":"READ MORE","knowledge_hub.get_in_touch.heading":"Get in touch","knowledge_hub.get_in_touch.formHeading":"Select who you are from the dropdown menu","knowledge_hub.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","knowledge_hub.get_in_touch.sub_content":"Letâs Talk","survey_page.main_banner":" Strive GTM Roundtable","survey_page.text":"Please complete the below form to reserve your spot at our next event!","all_podcasts.simple_page.content":"\u003ch2\u003eKe
65y Learnings from some of the most successful professionals and entrepreneurs across the SaaS sector.\u003c/h2\u003e","saas_page.text.heading":"Enter your text using saas_page.text.heading","SaaS Sales Recruitment.heading":"SaaS Sales Recruitment","job_description_page.job_description_detail.dowloadDocumentButtonTitle":"Download as Word Doc","podcast_page.podcast_detail.shareTitle":"SHARE","all_podcasts.latest_podcasts.presented_title":"Presented by","all_podcasts.main_banner.heading":"\u003cdiv class=\"strive-podcast-white-logo\"\u003e\u003c/div\u003e","all_podcasts.main_banner.subheading":"LISTEN ON","all_podcasts.featured_podcast.title_subheading":"Featured","all_podcasts.featured_podcast.presented_title":"Presented by","all_podcasts.featured_podcast.buttonTitle":"view episode","homepage.image_with_text_2.content":"Cyber. DevOps. Big Data. AI. Analytics. Your world moves fast, really fast, and so do we. Our SaaS recruiters help founders scale by ensuring they have the right talent at the right time.\u003cbr\u003e\u003cbr\u003eWhen youâre ready to scale following investment, we have the experience and expertise to help get you there.\u003cbr\u003e\u003cbr\u003eStrive are your go-to partner for GTM teams and weâre transforming the way sales and tech leaders connect with world-class talent.","homepage.image_with_text_3.content":"Looking to accelerate your career in SaaS? \u003cbr\u003e\u003cbr\u003e Choose Team Strive. \u003cbr\u003e\u003cbr\u003e We'll connect you with the hottest venture-capitalist-backed SaaS companies, across the globe.","homepage.clients.heading":"Trusted by leaders \u003cbr\u003eof the tech world","vc_page.image_with_text_1.content":"Strive work closely with leading VCs and PEs helping them to scale their portfolio of investments by building out their GTM teams. \u003cbr\u003e\u003cbr\u003eWe are able to offer guidance on salary benchmarking, the interview process, defining job brief as well as ultimately finding and securing the best talent. \u003cbr\u003e \u003cbr\u003e With a laser focus on connecting world-class talent with extraordinary SaaS companies, we help changemakers scale faster and smarter. \u003cbr\u003e\u003cbr\u003e\u003cspan class=\"primary-color\"\u003eWant to get to know Strive better?\u003c/span\u003e\u003cbr\u003eStart a conversation to find out how our expertise can fuel your growth.","Cyber Security Recruitment.heading":"Cyber Security Recruitment ","vc_page.case_studies.buttonTitle1":"Read more","vc_page.main_banner.heading":"Venture Capitalists \u003cbr\u003e \u0026amp; Private Equity","vc_page.image_with_text_1.heading":"Go build the future. We've got your back.","vc_page.image_with_text_1.buttonTitle1":"Scale with Strive","vc_page.clients.heading":"Trust by global \u003cbr\u003eleaders in tech","job_search_page.get_in_touch.content":"Looking for a career without limits? Choose Team Strive and join our mission to be the number one talent partner to venture-capitalist-backed SaaS companies everywhere. Expect amazing development opportunities, great benefits, awesome team members, and uncapped commission.","case_study.cluedin.main_banner.heading":"CluedIn","case_study.linearb.main_banner.heading":"LinearB","case_study.linearb.main_banner.content_header":"\u003cdiv class=\"col-lg-8 col-md-10\"\u003e\u003cp class=\"lead mt-5\"\u003eDiscover how Strive have partnered with an Engineering Analytics company to recruit for their Founding GTM Team. \u003c/p\u003e\u003c/div\u003e","case_study.one-trading.main_banner.heading":"One Trading","case_study.one-trading.main_banner.content_header":"\u003cdiv class=\"col-lg-8 col-md-10\"\u003e\u003cp class=\"lead mt-5\"\u003eDiscover how Strive have partnered with a Crypto Trading Company to grow their Engineering team ahead of key product launches. \u003c/p\u003e\u003c/div\u003e","case_study.cluedin.main_banner.content_header":"\u003cdiv class=\"col-lg-8 col-md-10\"\u003e\u003cp class=\"lead mt-5\"\u003eDiscover how Strive have partnered with a Master Data Management company, following an introduction from their VC Investor. \u003c/p\u003e\u003c/div\u003e","case_study.grip-security.main_banner.heading":"Grip Security","case_study.grip-security.main_banner.content_header":"\u003cdiv class=\"col-lg-8 col-md-10\"\u003e\u003cp class=\"lead mt-5\"\u003eDiscover how Strive have partnered with an Application Security Company to build their Founding GTM Team in the USA. \u003c/p\u003e\u003c/div\u003e","case_study.lookout.main_banner.heading":"Lookout","case_study.lookout.main_banner.content_header":"\u003cdiv class=\"col-lg-8 col-md-10\"\u003e\u003cp class=\"lead mt-5\"\u003eDiscover how Strive have partnered with a Cloud Security company to scale their EMEA team, at speed.\u003c/p\u003e\u003c/div\u003e","case_study.stream-native.main_banner.heading":"Stream Native","case_study.stream-native.main_banner.content_header":"\u003cdiv class=\"col-lg-8 col-md-10\"\u003e\u003cp class=\"lead mt-5\"\u003eDiscover how Strive have partnered with an Event Streaming Platform company to solve their hiring pain in EMEA.\u003c/p\u003e\u003c/div\u003e","solution_page.case_studies.executive-search.buttonTitle1":"Read more","knowledge_hub.main_banner.heading":"With you as you scale.","knowledge_hub.main_banner.subheading":"Weâve helped the worldâs most\u003cbr\u003e exciting tech companies unlock \u003cbr\u003esupercharged growth.","talent_community.main_banner":"Talent Community","gtm_talent_community.main_banner":"The Launch Collective","knowledge_hub.main_banner.heading.heading":"Knowledge Hub","knowledge_hub.main_banner.heading.subheading":"Weâve helped the worldâs most\u003cbr\u003e exciting tech companies unlock \u003cbr\u003esupercharged growth.","case_studies.all_case_studies.downloadLongTitle":"Open Long Form Case Study","
65job_description_page.job_description_detail.nextPostButtonTitle":"Next Job Description","job_description_page.job_descriptions.cardButtonTitle":"Read More","job_description_page.get_in_touch.heading":"Get in touch","job_description_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","job_description_page.get_in_touch.content":"Ready for go-to-market growth without limits? Or looking to accelerate your career in a role that empowers you to unleash your potential? Unlock game-changing opportunities â connect with Strive today.","job_description_page.get_in_touch.sub_content":"Letâs Talk","survey_page.main_banner.heading":"Salary Survey: GTM","job_descriptions_page.main_banner.heading":"Job Descriptions","job_descriptions_page.main_banner.subheading":"Decided to hire someone for your SaaS business,\u003cbr\u003ebut unsure where to start?\u003cbr\u003eThis will get you going...","job_descriptions_page.job_descriptions.cardButtonTitle":"Read More","case_studies.all_case_studies.downloadButtonTitle":"Download One Pager","homepage.blank_section.content1":"\u003ch3\u003eWe build world-class Go-To-Market teams for some of the most disruptive, Venture Capital Backed tech companies, all over the world.\u003c/h3\u003e\u003cbr\u003e\u003ch3 class=\"primary-color\"\u003eReady to build high performance teams?\u003cbr\u003e\u003cbr\u003e#scalewithstrive\u003c/h3\u003e","gtm_talent_community.anchor_with_text.heading":"\u003cspan class=\"primary-color\"\u003eExplore our Launch Collective Community Hub and discover our exclusive content.\u003c/span\u003e","job_page.job_details.returnButtonTitle":"Return to Search Results","job_page.get_in_touch.heading":"Get in touch","job_page.get_in_touch.formHeading":"Select who you are from the dropdown menu","job_page.get_in_touch.content":"Looking for a career without limits? Choose Team Strive and join our mission to be the number one talent partner to venture-capitalist-backed SaaS companies everywhere. Expect amazing development opportunities, great benefits, awesome team members, and uncapped commission.","job_page.get_in_touch.sub_content":"Sound good?","case_studies.main_banner.subheading":"Weâve helped the worldâs most\u003cbr\u003e exciting tech companies unlock \u003cbr\u003esupercharged growth.","gtm_talent_community.main_banner.heading":"The Launch Collective","gtm_talent_community.main_banner.subheading":"Discover The Launch Collective, \u003cbr\u003ea global community for internal GTM recruiters \u003cbr\u003eat SaaS and VC-backed companies. \u003cbr\u003e \u003cbr\u003e Powered by Strive.","survey_page.simple_page.content":"\u003ch5\u003eThank you for taking the time to complete the Strive GTM Salary Survey for Software Sales - the survey should only take 2 minutes to complete.\u003c/h5\u003e\n\u003ch5\u003e\u0026nbsp;\u003c/h5\u003e\n\u003ch5\u003eThe information you provide will remain confidential and if you want a copy of the report, please provide an email address.\u003c/h5\u003e"},"all_blog_consultants":[{"id":"262ca6c8-e8d1-4ff0-88ba-bb65962a7659","name":"Adam Richardson","tags":["Lookout","One Trading"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/seycftscfc2vcwq2h9bi504xiy2d","order":1,"content":"\u003cp\u003eMeet Adam.\u003c/p\u003e\n\u003cp\u003eAdam is our Founder and CEO at Strive.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eAdam supports all of our key relationships, Globally, as well as having overall responsibility for the leadership of the company, including strategy, client management, line management of internal staff, operations and hiring world-class recruiters to join Strive.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cbr\u003e\u003cstrong\u003eA Quote that he lives by:\u003c/strong\u003e \"Intelligence without ambition is like a bird without wings\".\u003cbr\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Adam:\u003c/strong\u003e He can do a 3x3 Rubiks Cube in 97 seconds!\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003ca href=\"https://www.scalewithstrive.com/strive-founder/\" target=\"_blank\" rel=\"noopener\"\u003eLearn more about Adam here!\u003c/a\u003e\u003c/p\u003e","youtube":"https://youtu.be/tFfNNYRPRuc","calendly":"https://calendly.com/strive-adam","linkedin":"https://www.linkedin.com/in/saasheadhunter/","position":"Founder and CEO","alt_text":"Picture of Adam Richardson, Founder of Strive","telephone":"+44 (0) 203 983 0770","short_description":"Meet Adam. Adam is our Founder and CEO at Strive, running all global operations.","image_with_background":"https://cdn.sourceflow.co.uk/gi3lwnj8p1j3ab375h4j3nnslmrb","url_slug":"adam-richardson","parent":{"id":null,"identifier":null}
65,"_order":13,"created_at":"2023-03-21T08:03:06.396Z","updated_at":"2026-06-09T16:13:14.489Z"},{"id":"fc1cc582-0bf2-4423-b236-6a3b3b904db4","name":"John Hitchen","tags":["Lookout","Stream Native"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/9g5vdp53nie44mto6u0oyg38wxqs","order":2,"content":"\u003cp\u003eMeet John.\u003c/p\u003e\n\u003cp\u003eJohn is our Managing Director, USA and has worked at Strive for four years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJohn manages our US function, headquartered in Tampa, Florida and has overall responsibility for the leadership of the US Office, including strategy, client management, line management of internal staff, operations and internal recruitment.\u0026nbsp;\u003cbr\u003e\u003cbr\u003e\u003c/p\u003e\n\u003cp class=\"MsoNormal\"\u003e\u003cspan lang=\"EN-US\" style=\"mso-ansi-language: EN-US;\"\u003e\u003cstrong\u003eA Quote that he lives by:\u003c/strong\u003e \"Persistence is insurance against failure\"\u003c/span\u003e\u003c/p\u003e\n\u003cp class=\"MsoNormal\"\u003e\u003cspan lang=\"EN-US\" style=\"mso-ansi-language: EN-US;\"\u003e\u003cstrong\u003eJohn's Top Tip for Team Management:\u003c/strong\u003e Management is all about double-checking and understanding people's drivers.\u0026nbsp;\u003c/span\u003e\u003c/p\u003e","youtube":"https://youtu.be/J8YvHVVYOAQ","calendly":"https://calendly.com/strive-john/30min","linkedin":"https://www.linkedin.com/in/johnhitchen/","position":"Managing Director, USA","alt_text":"Picture of John Hitchen, MD at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet John. John is our Managing Director, USA, based out of our Tampa Office. ","
65image_with_background":"https://cdn.sourceflow.co.uk/3nccyz5hiicj3t0kx70iin2ifvbh","url_slug":"john-hitchen","parent":{"id":null,"identifier":null},"_order":14,"created_at":"2023-04-12T11:07:52.116Z","updated_at":"2026-05-13T04:21:12.858Z"},{"id":"9e91b68f-78cc-4fb8-9e4a-4ffcc9cd55ef","name":"McKenzie Powell","tags":["One Trading"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/w23q0se4k8pigijrmd1il25ev1qj","order":3,"content":"\u003cp\u003eMeet McKenzie.\u003c/p\u003e\n\u003cp\u003eMcKenzie is our Operations Director and has worked at Strive for five years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eAs the Operations Director at Strive, McKenzie leads our UK Sales Teams whilst overseeing the Global Operational side of the business, making sure we have the people, processes and systems in place to perform at our best. Having been with Strive for over five years, McKenzie has played a key role in helping the business grow by building strong teams and creating an environment where people can thrive.\u003cbr\u003e\u003cbr\u003ePassionate about developing people and helping them reach their full potential - whether it\u0026rsquo;s coaching managers, improving the way we work, or removing barriers that allow the team to focus on what they do best, her goal is to create a high-performing, collaborative culture that delivers exceptional results for both our clients and candidates.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that she lives by:\u003c/strong\u003e \u0026ldquo;Motivation comes and goes. Discipline stays.\u0026rdquo;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMcKenzie's Biggest Achievement:\u003c/strong\u003e Leading the Strive US Expansion project, resulting in Strive opening their first US base in Tampa, Florida.\u0026nbsp;\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-mckenzie","linkedin":"https://www.linkedin.com/in/mckenzie-powell-6a0399a9/","position":" Operations Director","alt_text":"Picture of McKenzie Powell, Operations Director at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet McKenzie. McKenzie is our Operations Director, based out of our Manchester UK HQ.","image_with_background":"https://cdn.sourceflow.co.uk/6dgamjujhlzsohvyla32gespale6","url_slug":"mckenzie-powell","parent":{"id":null,"identifier":null},"_order":3,"created_at":"2023-03-21T08:04:14.659Z","updated_at":"2026-07-08T09:47:42.184Z"},{"id":"cac0236d-a23c-4833-b7b5-ad557b5136e7","name":"Alex Elliott","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/1nfmcw8lvv5weouhjk7zjkyypiyn","order":4,"content":"\u003cp\u003eMeet Alex.\u003c/p\u003e\n\u003cp\u003eAlex is an Investor and Strategic Director at Strive.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eFollowing the sale of his recruitment firm, Liquid Personnel, in 2016 (PE sale), he has now joined the Strive Board of Directors to help scale the business and support our international expansion.\u003c/p\u003e\n\u003cp\u003e\u003cbr\u003e\u003cstrong\u003eA Quote Alex lives by:\u003c/strong\u003e \"Excellence is achieved by mastery of the fundamentals\".\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAlex's Top Tip for Team Management:\u003c/strong\u003e The most important question a manager can ask is \"what do you think?\".\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/alex-elliott-1326b713/","position":"Strategic Director","alt_text":"Picture of Alex Elliott, Director at Strive","telephone":"+44 (0) 203 983 0770","short_description":"Meet Alex. Alex is an Investor and Strategic Director at Strive. ","image_with_background":"https://cdn.sourceflow.co.uk/ifqqy54is30cj24jk6eyklpa5z64","url_slug":"alex-elliott","parent":{"id":null,"identifier":null},"_order":1,"created_at":"2023-04-12T11:07:16.227Z","updated_at":"2026-04-27T08:41:01.329Z"},{"id":"56485298-bca0-45a2-bf17-680507388a70","name":"Helen Dwyer","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/de4zparxlo2g4134z7y4jqv49pot","order":5,"content":"\u003cp\u003eMeet Helen.\u003c/p\u003e\n\u003cp\u003eHelen is our Head of Marketing \u0026amp; Automation and has worked at Strive for three years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHelen runs all things marketing for both the UK and US offices - heavily supporting the team with event planning, content creation, podcast hosting and managing our active TA Community.\u0026nbsp;\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that she lives by:\u003c/strong\u003e \"
65Life is what happens whilst you're busy making other plans.\"\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eHelen's Biggest Achievment:\u003c/strong\u003e Coming top in the Country for the REC CertRP qualification - and subsequently being awarded with a 'Cleverest Person in the World' trophy!\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-helen","linkedin":"https://www.linkedin.com/in/helen-dwyer-66a1624a/","position":"Head of Marketing \u0026 Automation","alt_text":"Image of Helen Dwyer, Head of Marketing \u0026 Automation at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Helen. Helen is our Head of Marketing \u0026 Automation and has worked at Strive for three years. ","image_with_background":"https://cdn.sourceflow.co.uk/judtmcn74vi206fubjj017n2fjpd","url_slug":"helen-dwyer","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2024-11-19T11:41:44.163Z","updated_at":"2026-08-17T08:12:31.864Z"},{"id":"ecf6861e-5387-4834-819d-d7b2e216d936","name":"Helen Groves","email":"[email protected]","order":6,"content":"\u003cp\u003eMeet Helen.\u003c/p\u003e\r\n\u003cp\u003eHelen is our Non-Executive Finance Director and has supported Strive for three years.\u0026nbsp;\u003c/p\u003e\r\n\u003cp\u003eHelen works with Strive, giving support and advice on financial matters to the Directors and Shareholders.\u003c/p\u003e\r\n\u003cp\u003e\u003cbr\u003e\u003cbr\u003e\u003cstrong\u003eA Quote that she lives by:\u003c/strong\u003e \"Don't judge a book by its cover\".\u003c/p\u003e\r\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Helen:\u003c/strong\u003e When watching Formula One racing, she morphs from a mild-mannered Accountant to a manic screamer!\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/hgroves1/","position":"Non-Executive Finance Director","alt_text":"Picture of Helen Groves, Director at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Helen. Helen is our Non-Executive Finance Director and has supported Strive for three years. ","image":"https://cdn.sourceflow.co.uk/8d4uz0zew1pfqy6kyx4scadiy349","image_with_background":"https://cdn.sourceflow.co.uk/a0c0v5xlgnnhi83xp3f3529cxx7r","url_slug":"helen-groves","parent":{"id":null,"identifier":null},"_order":4,"created_at":"2023-03-21T07:58:58.716Z","updated_at":"2023-10-13T12:58:42.243Z"},{"id":"ca761587-9ab7-4795-84ea-b00344d17fbc","name":"Naomi Walsh","tags":["Lookout","LinearB","CluedIn","Grip Security"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/tqvne4tp06al0v37z42uw82iwm1u","order":8,"content":"\u003cp\u003eMeet Naomi.\u003c/p\u003e\n\u003cp\u003eNaomi is an Associate Director and has worked at Strive for five years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eNaomi support companies across the USA in building their Go-To-Market teams.\u0026nbsp;\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that she lives by:\u003c/strong\u003e \"Do not wait for opportunities, create them.\"\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Top Tip Naomi would give her Clients:\u003c/strong\u003e Always provide a positive candidate experience when interviewing - remember that the hiring process is also an opportunity to showcase your Company\u0026rsquo;s culture \u0026amp; values. Be sure to provide a positive \u0026amp; respectful candidate experience, regardless of whether or not you ultimately offer them the job.\u0026nbsp;\u003c/p\u003e","youtube":"https://youtu.be/sAglTU7iXPQ","calendly":"","linkedin":"https://www.linkedin.com/in/naomi-walsh-450522204/","position":"Associate Director","alt_text":"Picture of Naomi Walsh, SaaS Sales Recruitment Headhunter","telephone":"+1 (813) 609 5255","short_description":"Meet Naomi. Naomi is an Associate Director and has worked at Strive for five years. ","image_with_background":"https://cdn.sourceflow.co.uk/5bcos0o2qdivts18f1c8wo4usz81","url_slug":"naomi-walsh","parent":{"id":null,"identifier":null},"_order":9,"created_at":"2023-04-12T11:18:44.614Z","updated_at":"2026-05-28T07:31:41.172Z"},{"id":"d77964eb-15f1-47a0-a9fd-8d3b264a0ece","name":"Joe Nolan","tags":["Grip Security"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/8u9f7inutug9vv5fxp8bq06lg065","order":9,"content":"\u003cp\u003eMeet Joe.\u003c/p\u003e\n\u003cp\u003eJoe is a Sales Manager at Strive and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJoe specialises within the Data, AI and Cyber Security spaces for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eJoe's Biggest Achievement:\u003c/strong\u003e\u0026nbsp;Running my first 3 marathons in the space of 5 months in 2024 \u0026ndash; next stop sub-3 hours in Amsterdam this year!\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eJoe's Top Tip for Clients:\u003c/strong\u003e Look for candidates who have built pipeline from scratch, demonstrated persistence, adaptability and have a hunger to learn \u0026ndash; their black book of contacts will only get them/you so far.\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-joe","linkedin":"https://www.linkedin.com/in/joe-nolan-gtm-recruiter/","position":"Sales Manager","alt_text":"Image of Joe Nolan, Senior Headhunter at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Joe. Joe is a Sales Manager and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/kar0ttyvlp2pzv0vnmdd1jnhyxy8","url_slug":"joe-nolan","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2025-06-23T08:37:03.937Z","updated_at":"2026-04-27T08:41:50.117Z"},{"id":"4cb6e5e6-eb33-4369-9b05-26cbc6310db9","name":"James Prickett","tags":["One Trading"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/az3jq58q0bilkkv1l3fk3n3b4qp6","order":9,"content":"\u003cp\u003eMeet James.\u003c/p\u003e\n\u003cp\u003eJames is our Head of Partnerships (EMEA) and has worked at Strive for two years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote James lives by:\u003c/strong\u003e \"A journey of a thous
65and miles begins with a single step\"\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eJames' Biggest Achievement:\u003c/strong\u003e Trekking 200km across the Sahara Desert!\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/james-prickett/","position":"Head of Partnerships (EMEA)","alt_text":"Picture of James Prickett, SaaS Sales Recruitment Headhunter","telephone":"+44 (0)203 983 0770","short_description":"Meet James. James is our Head of Partnerships (EMEA) and has worked at Strive for two years. ","image_with_background":"https://cdn.sourceflow.co.uk/08a8q4zd49q2h78nczeshwxf9fbi","url_slug":"james-prickett","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2024-01-16T13:33:04.290Z","updated_at":"2026-08-19T12:44:51.769Z"},{"id":"85db208b-f5fe-4a95-99c9-3b02d84cc19f","name":"Dan Nicholson","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/8im2t4p57yy3sbq687u215gecw9a","order":10,"content":"\u003cp\u003eMeet Dan.\u003c/p\u003e\n\u003cp\u003eDan is our Delivery Manager for EMEA at Strive and has worked at Strive for two years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eDan specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Dan:\u003c/strong\u003e I road tripped across the West Coast of the US, covering 4 States and over 2,000 miles of driving - in only 4 days!\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDan's Biggest Achievement:\u003c/strong\u003e Running the Great North Run, smashing my target time of 1hr40 - whilst raising over \u0026pound;3,000 for 'Beating Bowel Cancer UK' in the process!\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-Dan","linkedin":"https://www.linkedin.com/in/daniel-nicholson-09b8a5196/","position":"Delivery Manager, EMEA","alt_text":"Image of Dan Nicholson, Senior HeadHunter at Strive ","telephone":"+44 (0)203 983 0770","short_description":"Meet Dan. Dan is our Delivery Manager for EMEA and has worked at Strive for two years. ","image_with_background":"https://cdn.sourceflow.co.uk/2bixodjaypiul6aqp48hrpmcd7i3","url_slug":"dan-nicholson","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2024-03-04T09:46:55.119Z","updated_at":"2026-04-02T08:43:26.164Z"},{"id":"b2d57a93-8d3a-41ab-839c-7866741f88d7","name":"Jalen Howard","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/hczy84wbjr2v21feq5ispkb29nvg","order":11,"content":"\u003cp\u003eMeet Jalen.\u003c/p\u003e\n\u003cp\u003eJalen is a Principal Headhunter \u0026nbsp;and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJalen specialises within the AI, Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Jalen:\u003c/strong\u003e My childhood hero was Steve Irwin, which led me to study environmental science and pursue undergraduate research opportunities working with manatees and sharks.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Jalen lives by:\u003c/strong\u003e \"What a privilege to be overwhelmed by the growth you once dreamed about.\"\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/jalen-howard-9763a6147/","position":"Principal Headhunter","alt_text":"Image of Jalen Howard, Principal Headhunter at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Jalen. Jalen is a Principal Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/s3awceclthcumqnaryshcg6mdmei","url_slug":"jalen-howard","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-04-27T08:40:10.017Z","updated_at":"2026-04-27T08:42:16.115Z"},{"id":"c2d49efc-4992-4032-8387-d3174940c8c2","name":"Max Cullen","tags":["Lookout","CluedIn","Stream Native"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/e34z0zuq5t89f4ahoih5pu8tb312","order":11,"content":"\u003cp\u003eMeet Max.\u003c/p\u003e\n\u003cp\u003eMax is a Principal Consultant and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eMax focuses on partnering with Sales Leaders / Founders to build out their GTM teams across the USA and EMEA.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote he lives by:\u003c/strong\u003e \"
65Life\u0026rsquo;s short, don\u0026rsquo;t waste your energy on what you can\u0026rsquo;t control. Keep it pushing.\"\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMax's Top Tip for Team Motivation:\u003c/strong\u003e Every person in a team is unique, and therefore driven by different things. To get the best out of a team, you must first understand every individual\u0026rsquo;s motivations and work to align them to that of the team.\u0026nbsp;\u0026nbsp;\u003c/p\u003e","youtube":"https://youtu.be/LZb-1Rvw7EQ","calendly":"https://calendly.com/strive-maxcullen","linkedin":"https://www.linkedin.com/in/max-cullen-1a98a7b9/","position":"Principal Consultant","alt_text":"Picture of Max Cullen, SaaS Sales Recruitment Headhunter","telephone":"+44 (0)203 983 0770","short_description":"Meet Max. Max is a Principal Consultant and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/fo7g21k5jrqwy124okv0ik5g5o36","url_slug":"max-cullen","parent":{"id":null,"identifier":null},"_order":5,"created_at":"2023-04-12T11:04:39.520Z","updated_at":"2026-04-27T08:42:04.799Z"},{"id":"90acdc71-e127-428d-b23b-38b1db2a126e","name":"Iwan Robertson","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/1h7v33fpd4siuti7uu5buvx3z6jb","order":12,"content":"\u003cp\u003eMeet Iwan.\u003c/p\u003e\n\u003cp\u003eIwan is a Global Business Development Manager and has worked at Strive for two years.\u003c/p\u003e\n\u003cp\u003eIwan supports in building \u0026amp; scaling our GTM Business Development function.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote Iwan lives by:\u003c/strong\u003e \"Success does not come from avoiding failure, it comes from, embracing it, learning from it and using it as fuel for moving forward.\"\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eIwan's Biggest Achievement:\u003c/strong\u003e Completing the Three Peak Challenge!\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-iwan","linkedin":"https://www.linkedin.com/in/iwan-robertson-549076230/","position":"Global Business Development Manager ","alt_text":"Image of Iwan Robertson, Global Business Development Manager at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Iwan. Iwan is a Global Business Development Manager and has worked at Strive for two years. ","image_with_background":"https://cdn.sourceflow.co.uk/q6etzbps5sf1txoyfh5f4iu9l0wk","url_slug":"iwan-robertson","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2025-01-08T15:13:39.476Z","updated_at":"2025-08-11T08:37:59.961Z"},{"id":"8529c708-500e-451e-bc77-2f5006d6c0c7","name":"Josh Bunce","tags":["One Trading"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/3gtt5osc8r11fy55bdrcj59rufa3","order":12,"content":"\u003cp\u003eMeet Josh.\u003c/p\u003e\n\u003cp\u003eJosh is a Global Business Development Manager at Strive and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJosh specialises within the AI and DevTools spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Josh:\u003c/strong\u003e In my free time, I complete in Brazilian Ju Jitsu competitions up and down the country!\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Josh lives by:\u003c/strong\u003e \"You can\u0026rsquo;t get out of it, so you might as well get into it\"\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-Josh","linkedin":"https://www.linkedin.com/in/josh-bunce-62806223b/","position":"Global Business Development Manager","alt_text":"Image of Josh Bunce, HeadHunter at Strive ","telephone":"+44 (0)203 983 0770","short_description":"Meet Josh. Josh is a Global Business Development Manager and has worked at Strive for two years. ","image_with_background":"https://cdn.sourceflow.co.uk/qocx3h7zotghjvmw4dxnw5w69xko","url_slug":"josh-bunce","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2024-05-13T13:30:47.593Z","updated_at":"2026-05-12T10:49:28.043Z"},{"id":"099f3512-631c-489d-ab16-3e44bbdb1d1d","name":"Morgan Wiosna","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/o1kv0tsqbfi48m3bztu4ft0bcafj","order":23,"content":"\u003cp\u003eMeet Morgan.\u003c/p\u003e\n\u003cp\u003eMorgan is a Global Business Development Manager at Strive and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eMorgan specialises within the Cyber Security space, supporting Strive in building \u0026amp; scaling our GTM Business Development function.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Morgan lives by: \u003c/strong\u003e\u0026ldquo;No risk, no reward - growth lives where comfort ends\u0026rdquo;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eMorgan's Biggest Achievement: \u003c/strong\u003eCompleting my master's degree and achieving my doctorate at university.\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-morgan","linkedin":"https://www.linkedin.com/in/morgan-w-344196336/","position":"Global Business Development Manager","alt_text":"Image of Morgan Wiosna, Global Business Development Manager at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Morgan. Morgan is a Global Business Development Manager and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/rm9p7ki4hhdrqzvk3uymcrxb1rxs","url_slug":"morgan-wiosna","parent":{"id":null,"identifier":null}
65,"_order":null,"created_at":"2025-08-07T07:33:07.287Z","updated_at":"2026-08-17T08:14:20.930Z"},{"id":"2c4431f6-f11a-45e0-a599-8e0d9863dc7f","name":"Jody Chandler","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/fruhzi49z6zroczlf1xdkf60opvs","order":24,"content":"\u003cp\u003eMeet Jody.\u003c/p\u003e\n\u003cp\u003eJody is a Senior Headhunter at Strive and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJody specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Jody lives by: \u003c/strong\u003e\u0026ldquo;It is better to travel well than to arrive\u0026rdquo;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA fun fact about Jody: \u003c/strong\u003eI come from a long line of maritime workers and nearly pursued a career in Marine Operations right up until I couldn\u0026rsquo;t get my lifejacket on in the final interview. All they said was, \u0026ldquo;Jody\u0026rsquo;s a sharp dresser and a great communicator.\u0026rdquo; Fair to say, that\u0026rsquo;s when I realised sales was probably more my thing.\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-jody","linkedin":"https://www.linkedin.com/in/jody-chandler-medtech-recruiter/","position":"Senior Headhunter","alt_text":"Image of Jody Chandler, Senior Headhunter at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Jody. Jody is a Senior Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/oyhkp037ro9wvf0nb38l12o9ty60","url_slug":"jody-chandler","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2025-05-13T16:28:39.749Z","updated_at":"2025-05-13T16:56:02.732Z"},{"id":"a6f2d999-7e7c-4b3b-bd62-67eb3b76fad5","name":"Renee Talburt","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/65taxxwayp3mbfg0vlq9d8q9g9zz","order":25,"content":"\u003cp\u003eMeet Renee.\u003c/p\u003e\n\u003cp\u003eRenee is a Senior Headhunter at Strive and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eRenee specialises within the Data, AI and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eRenee's Biggest Achievement:\u003c/strong\u003e Being able to buy my first car as an adult outright after driving a 2006 Ford Escape for most of my early teens and 20s!\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Renee lives by:\u003c/strong\u003e \u0026ldquo;Always assume positive intent\u0026rdquo;\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-renee","linkedin":"https://www.linkedin.com/in/reneerhoads/","position":"Senior Headhunter","alt_text":"Image of Renee Talburt, Senior Headhunter at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Renee. Renee is a Senior Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/2249ok8846iaattczfw1ad3w07h0","url_slug":"renee-talburt","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-01-15T08:33:50.501Z","updated_at":"2026-01-15T08:33:50.501Z"},{"id":"e8b7a181-2cb5-41ff-baf1-387958de3770","name":"Jonathan Pateman","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/s8xwesu9ag5j1jh3mjel6m19vyde","order":25,"content":"\u003cp\u003eMeet Jonathan.\u003c/p\u003e\n\u003cp\u003eJonathan is a Senior Headhunter and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eJonathan specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Jonathan lives by: \u003c/strong\u003e\"Never back the early kick-off\"\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eJonathan's Greatest Achievement:\u003c/strong\u003e I raised \u0026pound;3,000 to fund a charity trip to Malawi, where I helped build community infrastru
65cture and taught lessons in local schools.\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/jonathan-pateman-a697b028b/","position":"Senior Headhunter","alt_text":"Image of Jonathan Pateman, Senior Headhunter at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Jonathan. Jonathan is a Senior Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/7wf04157dka2sphohhh7amxq7b8r","url_slug":"jonathan-pateman","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-03-23T11:24:34.759Z","updated_at":"2026-03-23T11:24:34.759Z"},{"id":"eb48a92c-1fcb-4473-9e7a-5b614b54355b","name":"Emma Page","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/3mizbdp7vm60vdnmy31ozxg8c2ef","order":26,"content":"\u003cp\u003eMeet Emma.\u003c/p\u003e\n\u003cp\u003eEmma is a Senior Headhunter \u0026nbsp;and has worked at Strive for two years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eEmma specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Emma:\u003c/strong\u003e I\u0026rsquo;m originally from North Carolina, and I have a 3-year-old English Cream Golden Retriever named Mac!\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Emma lives by:\u003c/strong\u003e \"Success is the sum of small efforts, repeated day in and day out.\"\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-emma","linkedin":"https://www.linkedin.com/in/emma-page-b27401173/","position":"Senior Headhunter","alt_text":"Image of Emma Page, Senior HeadHunter at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Emma. Emma is a Senior Headhunter and has worked at Strive for two years.","image_with_background":"https://cdn.sourceflow.co.uk/rv709f5vzwaq8xgqfak881sry7fq","url_slug":"emma-page","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2024-11-20T09:31:54.527Z","updated_at":"2026-07-15T08:14:03.816Z"},{"id":"261e5140-bc9e-4fb5-b01f-45a146cb918b","name":"Hunter Bedwell","tags":["Grip Security"],"email":"[email protected]","image":"https://cdn.sourceflow.co.uk/6w552amt01mnylduizspyoohc9ia","order":26,"content":"\u003cp\u003eMeet Hunter.\u003c/p\u003e\n\u003cp\u003eHunter is a Senior Headhunter \u0026nbsp;and has worked at Strive for two years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHunter specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Hunter:\u003c/strong\u003e I trained with Team USA women's squad prior to the 2024 Olympic Games!\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Hunter lives by:\u003c/strong\u003e \"Hard work beats talent when talent doesn't work hard!\"\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-hunter","linkedin":"https://www.linkedin.com/in/hunter-bedwell/","position":"Senior Headhunter","alt_text":"Image of Hunter Bedwell, Headhunter at Scale with Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Hunter. Hunter is a Senior Headhunter and has worked at Strive for two years.","image_with_background":"https://cdn.sourceflow.co.uk/7ok47594ppt1dce30jjfvs4ygmfe","url_slug":"hunter-bedwell","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2025-05-08T08:35:38.099Z","updated_at":"2026-07-15T08:13:49.567Z"},{"id":"94d80f49-d30b-487e-80c1-128a6734af71","name":"Trystan Orbe","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/0fa5b9ktucfznrdci7n0jyrnruii","order":27,"content":"\u003cp\u003eMeet Trystan.\u003c/p\u003e\n\u003cp\u003eTrystan is a Senior Headhunter \u0026nbsp;and has worked at Strive for two years.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eTrystan specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eTrystan's Top Tip for Candidates:\u003c/strong\u003e Embrace change\u0026mdash;it often leads to unexpected opportunities. Some of the most rewarding paths are only discovered when you're open to exploring new directions.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Trystan lives by:\u003c/strong\u003e \"Every man has two lives, and the second starts when he realizes he has just one\"\u003c/p\u003e","youtube":"","calendly":"https://calendly.com/strive-trystan","linkedin":"https://www.linkedin.com/in/trystanorbe/","position":"Senior Headhunter","alt_text":"Image of Trystan Orbe, Headhunter at Scale with Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Trystan. Trystan is a Senior Headhunter and has worked at Strive for two years. ","image_with_background":"https://cdn.sourceflow.co.uk/ov16mjox6uaidog3v9185ii3fgv7","url_slug":"trystan-orbe","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2025-05-20T14:12:25.354Z","updated_at":"2026-07-15T08:14:39.715Z"},{"id":"8460a5ea-d7e7-4b55-8d53-e884e3f947e1","name":"Brian Blaha","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/g6q1w9xwy76rnpdguocl2a66jztx","order":28,"content":"\u003cp\u003eMeet Brian.\u003c/p\u003e\n\u003cp\u003eBrian is a Senior Headhunter and has worked at Strive for one year.\u003c/p\u003e\n\u003cp\u003eBrian specialises within the AI Devtools, Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cdiv\u003e\u003cstrong\u003eA Quote he lives by:\u003c/strong\u003e \"He who is not courageous enough to take risks will accomplish nothing in life\"\u0026nbsp;\u003c/div\u003e\n\u003cdiv\u003e\u0026nbsp;\u003c/div\u003e\n\u003cdiv\u003e\u003cstrong\u003eBrian's Top Tip for Candidates:\u003c/strong\u003e You'll never know if the grass is greener unless you jump over the fence.\u003c/div\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/brian-blaha-120963217/","position":"Senior Headhunter","alt_text":"Image of Brian Blaha, Senior Headhunter at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Brian. Brian is a Senior Headhunter and has worked at Strive for one year.","image_with_background":"https://cdn.sourceflow.co.uk/hh9w5t86cai6nb9d4o84st2djmyh","url_slug":"brian-blaha","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-07-22T08:44:37.522Z","updated_at":"2026-07-22T08:44:37.522Z"}
65,{"id":"163e1d53-a84f-4089-9fb7-6fda25c84f02","name":"Andrew Fastiggi","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/93a2ypgdkf5ovvmy7gu07tjbdg0w","order":29,"content":"\u003cp\u003eMeet Andrew.\u003c/p\u003e\n\u003cp\u003eAndrew is a Headhunter at Strive and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eAndrew specialises within the Data, AI and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Andrew lives by: \u003c/strong\u003e\u0026ldquo;Pressure creates diamonds.\u0026rdquo;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eAndrew's Top Tip for Clients: \u003c/strong\u003eCritical interviewing delivers high-value candidate profiles, don\u0026rsquo;t hesitate to ask the tough questions.\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/andrew-fastiggi-826a91296/","position":"Headhunter","alt_text":"Image of Andrew Fastiggi, Headhunter at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Andrew. Andrew is a Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/ustsusn7f1x06lde5821xdnn03m7","url_slug":"andrew-fastiggi","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-02-23T11:24:29.899Z","updated_at":"2026-03-05T15:33:11.725Z"},{"id":"eb13c942-3dc6-4fed-90a9-81b6a3633e46","name":"Hannah Jolly","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/yepalue22pzp4k3qrjz99a4opm9w","order":30,"content":"\u003cp\u003eMeet Hannah.\u003c/p\u003e\n\u003cp\u003eHannah is a Headhunter and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eHannah specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Hannah lives by: \u003c/strong\u003e\u0026ldquo;If it doesn\u0026rsquo;t challenge you, it won\u0026rsquo;t change you.\u0026rdquo;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eHannah's Top Tip for Candidates: \u003c/strong\u003e\u0026ldquo;Be clear on your \u0026lsquo;why\u0026rsquo;\u0026mdash;it\u0026rsquo;s not just about wanting a job, it\u0026rsquo;s about understanding why this opportunity is right for you. That clarity comes across in every conversation and sets strong candidates apart.\u0026rdquo;\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/hannah-jolly-aa51b9174/","position":"Headhunter","alt_text":"Image of Hannah Jolly, Headhunter at Strive","telephone":"+44 (0)203 983 0770","short_description":"Meet Hannah. Hannah is a Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/vanxbtwna44ekwwm8yroas073wy1","url_slug":"hannah-jolly","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-03-23T11:18:28.364Z","updated_at":"2026-03-23T11:19:52.019Z"},{"id":"13baf8c1-6da5-49e8-992b-a7f5cee6adef","name":"Keane Tibon","tags":"","email":"[email protected]","image":"https://cdn.sourceflow.co.uk/5gtyvvfsqwhqk256s04x647olnf5","order":31,"content":"\u003cp\u003eMeet Keane.\u003c/p\u003e\n\u003cp\u003eKeane is an Associate Headhunter \u0026nbsp;and has worked at Strive for one year.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eKeane specialises within the Data and Cyber Security spaces, generating the best candidates for well-respected Tier 1 vendors.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Fun Fact about Keane:\u003c/strong\u003e I\u0026rsquo;ve lived in some pretty cool places! I was born and raised in Hawaiʻi on the island of Kauaʻi. Spent the majority of my first year of college studying abroad in Valencia, Spain. Now, I reside in Tampa Bay here in Sunny Florida.\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eA Quote that Keane lives by:\u003c/strong\u003e \u0026ldquo;Bend\u0026mdash;never break.\u0026rdquo;\u003c/p\u003e","youtube":"","calendly":"","linkedin":"https://www.linkedin.com/in/keane-tibon/","position":"Associate Headhunter","alt_text":"Image of Keane Tibon, Associate Headhunter at Strive","telephone":"+1 (813) 609 5255","short_description":"Meet Keane. Keane is an Associate Headhunter and has worked at Strive for one year. ","image_with_background":"https://cdn.sourceflow.co.uk/mr5ylsslcjenm6ih64cfs33xgn35","url_slug":"keane-tibon","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-04-27T08:36:28.306Z","updated_at":"2026-05-13T09:39:50.689Z"}
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65over the same ground and none that test the work.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eSo here is what a process worth running actually looks like, stage by stage.\u003c/h3\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStart with the Motion, not the Stages\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eBefore you decide who interviews and in what order, write down what the person will actually be selling and how.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eDeal size. Cycle length. Who signs. Where the pipeline comes from.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat last one does most of the work. An AE who has spent three years converting inbound at a well-known brand and an AE who has spent three years cold-building a territory are not the same hire, even if their numbers look identical on paper. If you have not decided which one you need, no amount of interviewing will save you, because you will end up picking whoever interviews best.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWrite the motion down in four or five lines. Everything after this hangs off it.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStage one: The Conversation about what they have actually run\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eNot a competency interview. A conversation.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eYou are trying to work out whether their experience maps onto your motion, and the way to do that is to get specific fast.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhich accounts did they target, and why those.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat did the first touch look like.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eHow many of their closed deals started with them rather than with marketing.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat was the largest deal they ran end to end, and what nearly killed it.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eReps who have genuinely built pipeline answer these without pausing. They remember the accounts. They remember the objection that came up in three deals running. Reps who have always sat on a full inbound queue tend to drift towards process language - talking about the team, the methodology, the tooling - because the specifics are not theirs to remember.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat difference is usually visible inside fifteen minutes, and it is worth more than any scored competency framework.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStage two: The work sample\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis is the stage most teams skip, and it is the one that tells you the most.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eIt does not need to be elaborate.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eA discovery call role-play against a realistic buyer persona.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eOr a short written account plan for a target you actually care about.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eForty minutes of someone doing the job in front of you beats three hours of them describing it.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat you are watching for is not polish. Plenty of weak Reps are excellent at the polished version. You are watching whether they ask questions before they pitch, whether they can hold a conversation when the buyer does not cooperate, and whether they think in terms of the buyer's problem or their own product.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eGive them the brief in advance. You are not testing improvisation, you are testing thinking.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStage three: The peer conversation\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eSomeone who will work alongside them, not above them.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis does two things. It gives you a read from a person who knows exactly what the job involves day to day, and it gives the candidate a chance to ask the questions they will not ask a hiring manager. Good reps use this stage to work out whether the pipeline story they have been told is true. Let them.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eIf your team is small enough that the peer is also the manager, use a customer-facing colleague instead. Someone from CS or solutions will spot things a sales interview will not.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eAnd then Stop\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThree stages.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eMaybe a short final conversation with a Founder if that matters to the way you hire.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eEvery stage beyond that is a chance to lose someone for a reason that has nothing to do with fit. Good Reps are almost always in another process at the same time, and the market rewards speed more than thoroughness at this level. If you genuinely cannot decide after three well-designed stages, the problem is the design, not the amount of evidence.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eBrief your Interviewers properly\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis is the cheapest fix on the list and the one most often missed.\u003c/p\u003e\n\u003cp style=\"text-align: justify;
65\"\u003eIf two people on the panel are assessing different things, you do not have a process, you have a collection of opinions. Before the first interview, agree who is testing what. One person on motion fit. One on the work. One on how they will land in the team. Write it down and send it round.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThen debrief separately before anyone shares a view. The first opinion voiced in a debrief pulls the rest of the room towards it, every time.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eDecide the bar before you meet anyone\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eWrite down the four or five things this person has to be able to do in their first year. Not attributes - things they have to be able to do.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eDo it before the first CV lands, because once you have met a few people the bar quietly becomes whoever you liked most. That is a different thing entirely, and it is how teams end up with a group of reps who interview brilliantly and sell inconsistently.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eThe part nobody wants to hear\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eA well-designed process will not rescue a badly-defined role. If you have not agreed what the job is, three stages will produce a confident decision about the wrong person just as reliably as six will.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eMost of the sales searches we see go wrong were broken before anyone was sourced. The brief said \"AE, SaaS, five years\" and left everything that matters unsaid.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSo before you book the first interview, ask the awkward question: if this person hits their number in twelve months, what exactly did they do to get there? If the room cannot answer that in a sentence, the process is not the thing to fix yet.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eWe recruit\u0026nbsp;\u003ca href=\"https://www.scalewithstrive.com/ae-and-sdr-recruitment/\"\u003eAEs, SDRs and the wider commercial team\u003c/a\u003e for B2B software companies across the UK, the US and Europe, and a good deal of that work is helping teams answer that question before the search starts.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eIf you are about to open a role and you are not completely sure what you are hiring against, that is the conversation worth having first.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003eBook a call\u003c/a\u003e and we will work through it with you.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of AEs in front of a window","banner_image":"https://cdn.sourceflow.co.uk/02b2raoaibyt13i33ujg7nx7slmu","blog_preview":"\u003cp\u003eHow many stages does your AE Interview Process have?\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eDo you know what each one is for?\u003c/p\u003e\n\u003cp\u003eAnd if two of your interviewers disagreed about a candidate tomorrow, could you say which of them was assessing the right thing?\u003c/p\u003e\n\u003cp\u003eIn our latest blog we explore what a process worth running actually looks like, stage by stage.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/q27q30abg2iqvnk6t0dc7exka3i4","published_date":"2026-09-16","url_slug":"what-should-an-ae-interview-process-actually-look-like","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-09-02T07:20:11.846Z","updated_at":"2026-09-16T07:26:22.415Z"},{"id":"42afb2be-92f8-4eac-9f0c-9788580686d4","tag":"Client, VC, Expansion","title":"How Many Accounts Should One CSM Actually Own?","author":"Emma Page","content":"\u003ch3 style=\"text-align: center;\"\u003eHave you ever been in the meeting where someone asks how many accounts a CSM should carry, and three people give three different numbers with total confidence?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eIt happens constantly. Usually it happens when a board deck needs a headcount line, and the ratio is being reverse-engineered from a budget rather than from the work.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eSo here is a more useful way to think about it.\u003c/h3\u003e\n\u003ch3\u003e\u0026nbsp;\u003c/h3\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eThe number everyone quotes is the wrong starting point\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eYou will find published ratios everywhere. Low-touch CSMs owning hundreds of accounts. Mid-market CSMs owning tens. Enterprise CSMs owning a handful. Those bands are real in the sense that they describe what companies actually do, and they are worth knowing.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThey are not worth planning from.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe reason is simple. A ratio is an output. It falls out of three other decisions you have already made, whether you made them deliberately or not:\u003c/p\u003e\n\u003cul style=\"text-align: justify;\"\u003e\n\u003cli\u003eWhat your customers pay you\u003c/li\u003e\n\u003cli\u003eWhat they need from a person, as opposed to from the product\u
65003c/li\u003e\n\u003cli\u003eWhat that person is accountable for\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp style=\"text-align: justify;\"\u003eChange any of those and the ratio changes. Which means if you set the ratio first, you are quietly making all three of those decisions by accident.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStart with what the customer actually needs each quarter\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eTake one real account. Not an average, a real one.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWrite down what a human being needs to do for that customer in a quarter for the renewal to be safe. Not what would be nice. What is load-bearing.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eFor some businesses that list is short. An onboarding call, a check-in, a usage nudge when something dips, a renewal conversation. Four touches, mostly light, largely repeatable. A person can hold a lot of those.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eFor others the list is long and awkward. A quarterly business review that needs preparing properly. Two stakeholders who keep changing jobs. An integration that half works. A procurement process that starts ninety days out and involves people the CSM has never met. A person can hold very few of those, and pretending otherwise is how you end up with a churn number nobody predicted.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eDo that exercise across five or six accounts that represent your book and you will have a far better answer than any benchmark gives you.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eThe question behind the question\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eMost of the time, when someone asks how many accounts a CSM should own, what they are really asking is whether they can get away with hiring fewer people.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat is a fair question. Budgets are real. But it is worth being honest that it is the question, because the honest version has a much better answer.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe honest version is: what part of this job could the product do, or operations do, or nobody do?\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eCompanies that get good at customer success rarely get there by increasing the ratio through willpower. They get there by taking work off the CSM. Health scoring that flags risk without someone reading a spreadsheet. Onboarding that does not need a bespoke call every time. Renewal admin that sits with someone else. Pooled coverage for the long tail so the named CSMs can concentrate.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat is a CS Operations conversation, not a headcount one. It is also, in our experience, the hire that buys back the most time.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eWhat this means when you are hiring\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eTwo practical consequences.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe first is that account load belongs in the brief, and it belongs there specifically. Good CS people will ask. If the answer is vague, they will assume the worst, and the ones with options will pass. Being able to say \u0026ldquo;forty accounts, average contract value in this band, you own renewal and expansion, onboarding sits with a separate team\u0026rdquo; is worth more than another five thousand on the base.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe second is that the ratio tells a candidate what kind of company you are. An enterprise CSM looking at a book of two hundred accounts knows exactly what that job will feel like by month three. So does a high-volume CSM looking at eight. The mismatch is obvious to them long before it is obvious to you, and it is one of the more common reasons a good hire leaves inside a year.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eIf you are not sure which of those two companies you are yet, that is fine. It is quite normal at Series A and B. But it is better to say so in the interview than to discover it together afterwards.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eA reasonable rule of thumb, offered carefully\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eIf you want something to hold onto: work out roughly how many hours of genuine CSM attention each account needs per quarter, multiply by the number of accounts, and see whether it fits in a working quarter with about a third of the time left over.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat third is not slack. It is where escalations, cover for colleagues, and the accounts that suddenly need ten times their usual attention live. Books planned to a hundred per cent of capacity fail on the first bad month.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eIt is a crude calculation. It is still more defensible than a
65number someone read in a report about a company that sells something quite different to you.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eWhere this usually lands\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe companies who get the most out of customer success are not the ones with the cleverest ratio. They are the ones who decided early what the role owns, resourced it honestly, and hired against that rather than against a job title.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat decision is worth making before you open the role, not after the first shortlist.\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eAnd if you are staring at a headcount line and a ratio that does not feel right, that is usually a sign the role needs another conversation rather than another candidate.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eHappy to be the excuse to have it - \u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003ebook a call\u003c/a\u003e.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of CSMs ","banner_image":"https://cdn.sourceflow.co.uk/9tzywv6rnxp2v4l0ytzybkf5n46e","blog_preview":"\u003cp\u003eHave you ever been in the meeting where someone asks how many accounts a CSM should carry, and three people give three different numbers with total confidence?\u003c/p\u003e\n\u003cp\u003eIt happens constantly. Usually it happens when a board deck needs a headcount line, and the ratio is being reverse-engineered from a budget rather than from the work.\u003c/p\u003e\n\u003cp\u003eSo here is a more useful way to think about it.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/64wjii800ilmtwo1ekjvjdvnd40e","published_date":"2026-09-16","url_slug":"how-many-accounts-should-one-csm-actually-own","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-09-09T07:18:28.111Z","updated_at":"2026-09-16T07:27:14.986Z"},{"id":"cd12b4e5-cef0-4dab-8bb1-92d391541f44","tag":"Client, VC, Expansion, Hiring","title":"When should you hire your first VP of Sales?","author":"John Hitchen","content":"\u003ch3 style=\"text-align: center;\"\u003eHave you started sentences with \"once we've got a VP Sales in\" more than twice this quarter?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eIs the founder still on every deal that matters?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eAnd when somebody asks what the VP would actually do in their first ninety days, does the room go a bit quiet?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eThat last one is the useful question. Most businesses know roughly when they want a sales leader. Far fewer can say what the leader is meant to fix, and that gap is where most of these hires go wrong.\u003c/h3\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eThe Honest Test: Do you have a motion, or do you have a Founder?\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThere's a version of this hire that works, and it starts from something specific. You have two or three Reps carrying quota. At least two of them are hitting it. And you can explain, without hand-waving, why the deals that close, close.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat's a motion. A motion can be scaled, and scaling it is a real job for a real Leader.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe other version is the one where the Founder is the best salesperson in the business by a distance, nobody has written down why, and the plan is to hire someone who will \"work it out\". That person exists, but they're rare, they're expensive, and they are almost never the person on the shortlist you're about to look at. Far more often you hire a good scaler into a builder's job. They spend six months looking for the playbook that doesn't exist, then they leave, and everyone concludes the market is thin.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe market isn't thin. The brief was.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eBuilder or Scaler - pick one out loud\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis is the single most useful conversation to have before you speak to a Candidate.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eA Builder writes the playbook. They'll sell personally for a year, work out the ICP by getting it wrong a few times, and hire the first proper team off the back of what they've learnt. They tend to be comfortable with mess and less interested in a big org chart.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eA Scaler takes something that already works and adds people, process and predictability to it. They're brilliant when there's a machine to tune. They're miserable when there isn't one, because their whole toolkit assumes a baseline that isn't there yet.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eVery few people are genuinely strong at both. The ones who are usually don't want the job you're offering.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSay which one you need, out loud, in the first meeting with your board. If the Founder says Builder and the Board says Scaler, you've just saved yourself four months.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eDon't skip the layer underneath\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe pattern we see most often is an expensive one.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eA Business goes from three reps to eight, decides it now needs Leadership, and hires a VP. The VP arrives and discovers they're running eight one-to-ones a week, doing all the deal coaching themselves, and rebuilding the forecast from scratch every Monday. They're not leading. They're first-line managing with a VP title.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSometimes what you actually need is a strong Head of Sales or a first-line manager, and a Founder who stays close for another two quarters. That's a cheaper hire, it's a faster hire, and it buys y
65ou the time to build the motion properly before you ask someone senior to scale it.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWe've told people this and lost the fee. We'd rather do that than place a VP into a job that was never going to work.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eVP Sales or CRO? The Titles aren't interchangeable\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eA VP Sales owns the sales team and its number.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eA CRO owns the revenue line - which usually means Sales, Customer Success, Revenue Operations, and often Marketing, all reporting in.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe titles get swapped around a lot, sometimes for fundraising optics, and that causes real problems in a search. Advertise a CRO role that's really a VP Sales scope and you attract people who'll be frustrated inside six months. Advertise a VP Sales title for genuine CRO scope and you lose the people who could have done it, because they read the title and assume the remit is smaller than it is.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eCandidates ask about scope early. A vague answer reads as a warning sign to the good ones, not as flexibility.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eShould you promote your best AE?\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eSometimes. Just be clear about what you're rewarding.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eClosing brilliantly and leading well are different skills. Building a forecast you'd bet on, coaching a rep through a bad quarter, saying no to a deal that would land this month and unravel next - none of that shows up in a personal quota attainment number.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSome of the best sales leaders we've placed were solid rather than spectacular reps who happened to be unusually good at making other people better. And some of the strongest closers we've met were quietly relieved when someone gave them permission to stay in the seat.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eIf you do promote internally, treat it as a genuine change of job. Give them the support that deserves.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eWhat to write down before you start\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eFour things, on one page, agreed by whoever has a vote:\u003c/p\u003e\n\u003cul style=\"text-align: justify;\"\u003e\n\u003cli\u003eThe number, and what it's made of. New logo, expansion, or both.\u003c/li\u003e\n\u003cli\u003eBuilder or Scaler.\u003c/li\u003e\n\u003cli\u003eScope - does CS report in, does Marketing, does the Founder still own the top ten accounts.\u003c/li\u003e\n\u003cli\u003eWhat they're allowed to change in the first six months. If the honest answer is \"not much\", you want a manager, not a leader.\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat page is worth more to the search than any long list of candidates. It's also the thing that stops a board and a founder discovering they disagree at offer stage, which is the most expensive place to find out.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eSo - When?\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhen there's a motion to scale, a layer underneath to lead, and a written answer to what the job actually is.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eNot when the deck says you should have one by now.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eIf you're somewhere between \"we probably need a VP Sales\" and \"we're not sure what we need\", that's a good time to talk.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eWe recruit \u003ca href=\"https://www.scalewithstrive.com/vp-sales-and-cro-recruitment/\"\u003eVP Sales and CRO roles\u003c/a\u003e for B2B software companies across the UK, the US and Europe, and we'll happily tell you if the answer is not yet.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a VP of Sales and their team","banner_image":"https://cdn.sourceflow.co.uk/i69u7rpltzowcnr4ib58oz2j3110","blog_preview":"\u003cp\u003eHave you started sentences with \"once we've got a VP Sales in\" more than twice this quarter?\u003c/p\u003e\n\u003cp\u003eIs the founder still on every deal that matters?\u003c/p\u003e\n\u003cp\u003eAnd when somebody asks what the VP would actually do in their first ninety days, does the room go a bit quiet?\u003c/p\u003e\n\u003cp\u003eThat last one is the useful question. Most businesses know roughly when they want a sales leader. Far fewer can say what the leader is meant to fix, and that gap is where most of these hires go wrong.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/zg0ox0vt9pkah2jiccs2wpaiiirs","published_date":"2026-08-26","url_slug":"when-should-you-hire-your-first-vp-of-sales","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-09-02T07:22:31.870Z","updated_at":"2026-09-16T07:27:35.791Z"},{"id":"cedd9bac-40ed-43fb-bb96-80b185fabab2","tag":"Expansion, Hiring, VC, Client","title":"What Order should you hire your Sa
65aS Marketing Team in?","author":"Josh Bunce","content":"\u003ch3 style=\"text-align: center;\"\u003eWho was your first Marketing hire, and what was on their business card?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eNow the harder question.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eDid that title match what you actually needed them to do in their first six months?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eFor most SaaS companies the honest answer is no. The title said Head of Marketing. The job was building pipeline from nothing, on their own, whilst the sales team asked every Monday where the leads were.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eThat gap between the title and the work is where most SaaS Marketing hiring falls over.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eNot at interview. Not at offer. At the point somebody decided what the role was.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eLet's Dive In!\u003c/h3\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eWhy Sequencing matters more than Seniority\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eSales hiring has a fairly well understood order. You hire AEs, you add SDRs when there is enough inbound and outbound to split, you hire a Leader when there are enough people to need managing.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eMarketing does not get the same treatment. It tends to get hired as one lump called \"Marketing\", usually late, usually after somebody notices the pipeline is thin.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe result is a role that has to be everything at once. Brand and demand and content and product marketing and events and the website. No one person does all of that well, and the people who claim they can are generally the ones you should worry about.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSequencing fixes this. Not by hiring more people, but by being clear about which single part of marketing is actually the constraint right now.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStage One: One Person who does the work\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eBefore there is repeatable pipeline, you need one senior individual contributor who can generate demand and is genuinely happy doing it themselves.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eHands on keyboard. Writing the emails, running the campaigns, fixing the landing pages, sitting close enough to sales to hear the objections first hand.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis is the hire that gets mistitled most often. Calling it Head of Marketing feels generous, and it helps at offer stage. It also creates two problems. You attract people who want to build a team rather than build pipeline. And when you do hire an actual Leader eighteen months later, you have a title collision and a difficult conversation.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat good looks like at this stage is someone who can point at pipeline they created and tell you how. Not someone with a lovely deck about brand architecture.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStage Two: Split Demand and Product Marketing\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe signal for this one is usually sitting in your sales pipeline already.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhen deals start going quiet late in the cycle, and your AEs describe the losses as pricing, it is worth checking whether it is really positioning. Buyers rarely say \"your story was weaker than theirs\". They say the budget moved.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat is the point Product Marketing stops being a nice-to-have. Positioning, competitive, the messaging your sellers use in the room, the enablement that makes a new AE dangerous in month three rather than month seven.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSplitting Demand and Product Marketing also gives your first Marketer a decision to make. Some want the demand half, some want the product half. Asking them is more useful than assuming, and it tells you a lot about what you have.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eStage Three: Hire the Leader\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eHire Marketing Leadership when there is a function to lead.\u003c/p\u003e\n\u003cp style=\"text-align: justify;
65\"\u003eIf Marketing is one or two people and the constraint is execution rather than direction, a VP or CMO will spend their first year doing a job they did not sign up for. They will do it, because good people do. Then they will leave, and you will have lost a year and a salary.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe better signal is when the Channels work, the specialists are in place, and the real bottleneck has become trade-offs. Where does the next pound go. Which segment do we stop serving. What are we not doing next quarter. Those are leadership problems, and they only appear once the basics are running.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eThe Two Questions to settle before you open any Marketing search\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis matters more than the sequence, honestly.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u003cstrong\u003eWhat is Marketing accountable for?\u003c/strong\u003e Pipeline, sourced revenue, or something softer like awareness and brand. There is no wrong answer, but there is a wrong process, which is not deciding and then arguing about it at the first quarterly review. Candidates will ask this in the second conversation. If you and your Revenue Leader give different answers, the strong ones walk.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u003cstrong\u003eWho does the Hire report to?\u003c/strong\u003e If Marketing reports into Sales, say so early. Plenty of excellent Marketers are completely fine with it, especially at the demand end. The ones who are not will tell you in the first call, which saves everyone a month of process.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eMost stalled marketing searches I see are not a supply problem. The market is not empty. The remit was just never agreed, so every shortlist satisfies one Stakeholder and fails another, and the Agency gets blamed for the calibration nobody did.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u003cstrong\u003eBack to the Business Card\u003c/strong\u003e\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eIf you are about to open a Marketing role, try writing the first six months of the job before you write the title.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat does this person do in week one. What do they own by month three. What would make you say, at the end of the year, that this was the right hire.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThen pick the title that fits it. Not the other way round.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWe wrote more about how this works across Demand Generation, Product Marketing and Marketing Leadership on our\u0026nbsp;\u003ca href=\"https://www.scalewithstrive.com/saas-marketing-recruitment/\"\u003eSaaS marketing recruitment page\u003c/a\u003e, including the bits that tend to go wrong at each stage.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAnd if you are staring at a brief right now and cannot decide whether the role is a doer or a Leader, that is a short conversation and usually a useful one.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003eBook a call\u003c/a\u003e and we will talk it through.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of team of Marketing staff at a SaaS business","banner_image":"https://cdn.sourceflow.co.uk/jgdfnfiuy1fsruhj6ij1l0syhnqt","blog_preview":"\u003cp style=\"text-align: left;\"\u003eWho was your first Marketing hire, and what was on their business card?\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eNow the harder question.\u0026nbsp;Did that title match what you actually needed them to do in their first six months?\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eFor most SaaS companies the honest answer is no. The title said Head of Marketing. The job was building pipeline from nothing, on their own, whilst the sales team asked every Monday where the leads were.\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eThat gap between the title and the work is where most SaaS Marketing hiring falls over.\u0026nbsp;Not at interview. Not at offer. At the point somebody decided what the role was.\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/sa09dwwuh8blcjy8297x6nm77zg3","published_date":"2026-08-19","url_slug":"what-order-should-you-hire-your-saas-marketing-team-in","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-08-19T07:35:54.567Z","updated_at":"2026-08-20T07:27:26.902Z"},{"id":"f2d3466d-c1ab-4a2a-ac24-3f14ab33ea3b","tag":"Client, Hiring, Expansion, VC, Cyber","title":"What should you ask a Cybersecurity Recruitment Agency before you sign?","author":"Iwan Robertson","content":"\u003ch3 style=\"text-align: center;\"\u003eHow many agencies got in touch the week your last role went live?\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eThree? Six? More, if the role was posted publicly and the job title had the word \"security\" anywhere near it.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eThey will all have said roughly the same thing. Specialists in cyber. Strong network. Some placements you have never heard of at companies you have. And you will have had about twenty minutes to work out which of them is actually going to help.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eThe problem is not that agencies lie. Most of them do not. The problem is that \"cybersecurity recruitment\" describes at least three completely separate markets, and almost nobody is genuinely good at all of them. Sorting that out is on you, and it happens in a conversation before anything is signed.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eSo here are the questions worth asking. They are not clever, and that is deliberate. The useful ones rarely are.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eLet's Dive In!\u003c/h3\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\"Which part of the Security market do you actually work in?\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eAsk this first and listen to the shape of the answer, not the content.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSecurity splits into practitioners (Security Engineers, SOC Analysts, Pen Testers, Cloud Security), Leadership (CISOs, Heads of Security, GRC), and Commercial (the people who sell, market and retain the softw
65are). Different networks, different candidate motivations, different interview processes. An Agency that has genuinely built a network in one of those has usually done it at the expense of the others.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAn honest answer names one, maybe two. \"All of it\" is a marketing answer.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis one question does most of the work, because it tells you whether you are talking to someone who understands their own business.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\"What have you placed in the last six months?\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eNot what they can place. What they did place.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eYou are listening for specificity. Role, Stage of Company, roughly how long it took, what made it hard. Someone who has done the work tells you about the awkward bit - the candidate who nearly took the counter-offer, the brief that had to change halfway through. Someone who has not will talk in categories.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eYou do not need a reference list at this stage. You need to hear that they have actually been in the room.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\"Explain what makes selling security different.\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis is the one that separates people fastest, and you can ask it without sounding like you are setting a test.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAnyone who has genuinely worked commercial roles at Security Vendors will go somewhere concrete quickly. The proof of concept that sits in the middle of the sales cycle. The security questionnaire that arrives at exactly the wrong moment. The fact that your buyer has been trained, professionally, to be suspicious of the thing you are saying. The way a CISO and a CTO care about different risks and need different conversations.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eIf the answer stays at \"security buyers are more technical\", the network probably is not there.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\"Who is actually going to work on this?\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe person pitching is often not the person sourcing. That is not sinister, it is just how Agencies are structured, but you should know it before you sign rather than three weeks in when the emails start coming from a name you have not met.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAsk who runs the search day to day, how much of their week it gets, and how many other roles they are carrying. The last one is the question people forget.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\"What does your process look like, in writing?\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eHow they screen.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat a first shortlist looks like and roughly when it lands.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eHow often you will hear from them when nothing is happening, which is when communication usually goes quiet.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat they do if the first slate misses.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThat last point matters more than it sounds. Every search has a version where the first shortlist is wrong. The difference between a good Agency and a bad one is entirely in what happens next.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\"What are your Terms if this goes wrong?\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eFee model, Rebate or Replacement terms, Exclusivity, and what happens if you end up hiring someone they only lightly touched.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eNone of this is awkward before you start. All of it is awkward later, when there is a candidate on the table and a start date being discussed. Get it done early and it stops being a conversation you have to have.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;
65\"\u003e\"What would you tell me that I do not want to hear?\"\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe best answer we ever get to this from the other side of the table is a client saying it back to us.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAn Agency that has never talked a client out of a role, or out of a sequence, or out of a salary band, is not advising you. They are taking the brief. Those are different jobs and only one of them is worth a fee.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eOne more, quietly\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eAsk whether they would refer you elsewhere if this is not their market.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWe say no to technical security roles fairly often. Security Engineers, SOC, Offensive Security, GRC, Cloud Security, CISO Search - all of that belongs with a Technical Security Specialist, and there are good ones. We recruit the Commercial team that sells the software, which is a different network built for a different reason.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAn Agency that can tell you where they stop is usually telling you the truth about where they start.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eNone of this takes long. Twenty minutes on a call, most of it. The alternative is finding out in month two, having spent a quarter and a fair bit of your own credibility internally.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eIf you want the longer version, we have written up the whole selection process - the three markets, what a bad choice costs, and how to run the comparison properly - here:\u0026nbsp;\u003ca href=\"https://www.scalewithstrive.com/how-to-choose-a-cybersecurity-recruitment-agency/\"\u003ehow to choose a cybersecurity recruitment agency\u003c/a\u003e.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eAnd if you are weighing up a commercial hire at a security vendor right now, \u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003ebook a call\u003c/a\u003e. We will tell you fairly quickly whether it is one for us.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of Cybersecurity Account Executives","banner_image":"https://cdn.sourceflow.co.uk/m6v1mylzycfud4ahiytlvp37795j","blog_preview":"\u003cp style=\"text-align: left;\"\u003eHow many agencies got in touch the week your last role went live?\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eThree? Six? More, if the role was posted publicly and the job title had the word \"Security\" anywhere near it.\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eThey will all have said roughly the same thing. Specialists in Cyber. Strong network. Some placements you have never heard of at companies you have. And you will have had about twenty minutes to work out which of them is actually going to help.\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eSo here are the questions worth asking. They are not clever, and that is deliberate. The useful ones rarely are.\u003c/p\u003e\n\u003cp style=\"text-align: left;\"\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/6wog8ycbwc0sftcdd1unqd3sodwn","published_date":"2026-08-19","url_slug":"what-should-you-ask-a-cybersecurity-recruitment-agency-before-you-sign","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-08-19T08:40:25.628Z","updated_at":"2026-08-20T08:05:03.759Z"},{"id":"752f543a-3031-42de-b426-60a30303c862","tag":"Cyber, Hiring, Expansion, SaaS, Client, VC","title":"Selling Security Is a Different Sport: How Cyber Vendors Should Build Their Go-to-Market Team","author":"Iwan Robertson","content":"\u003ch3 style=\"text-align: center;\"\u003eMost Cybersecurity Vendors build a brilliant product and then hire the commercial team as if they were selling any other piece of software.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eThey bring in a polished Enterprise seller with a great logo on the CV, expect the pipeline to follow, and are surprised when deals stall in the first technical call.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eSelling security is a different sport. The buyer is paid to be sceptical, the evaluation is run by Engineers, and a single weak reference travels fast through a small, well-connected Community.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003e\u0026nbsp;If you are a Cyber-SaaS Founder or Revenue Leader about to hire, or rebuild, your go-to-market team, it pays to treat that team as a distinct problem rather than a generic sales hire.\u003c/h3\u003e\n\u003ch3 style=\"text-align: center;\"\u003eLet's Dive In!\u003c/h3\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThe Cyber Buyer is paid to be Sceptical\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eA CISO, a security architect or a SOC lead does not respond to urgency and charm the way a generalist buyer might. They are trained to look for what a product cannot do, to poke holes in a claim, and to distrust anyone who oversells. The reps who win in security are the ones who can hold a credible technical conversation, admit the limits of the product, and respect a rigorous proof-of-value rather than trying to shortcut it. That is
65why the strongest cyber sellers tend to come from another security vendor, or from years of selling deeply technical infrastructure to engineering buyers. Charisma without technical credibility does not survive the first meeting.\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/h2\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eYour Sales Engineer is a Revenue role, not a support function\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eIn most security categories the deal is won or lost in the technical evaluation, and that evaluation is run by your sales engineer rather than your account executive. Yet vendors routinely over-hire AEs and under-hire SEs, then wonder why healthy-looking pipeline converts poorly. A realistic AE-to-SE ratio in complex cyber sales is closer to two or three to one than the five to one a generalist SaaS playbook assumes. If you treat the sales engineer as a nice-to-have rather than a revenue-critical hire, you are quietly capping your win rate before the first quarter even starts.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThe Channel is a growth lever, not an afterthought\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eAcross large parts of cybersecurity, from MSSPs and VARs through to distributors, cloud marketplaces and GSI alliances, the channel carries a major share of revenue. Vendors who leave channel and alliances until it becomes a crisis, or fold it into a direct seller\u0026rsquo;s spare time, leave their fastest growth lever unbuilt. Partner-sourced pipeline compounds, but it takes time to build, which means the first dedicated channel hire is often higher-leverage than the third direct AE. Sequencing the channel deliberately alongside the direct team is one of the clearest markers of a revenue org that understands its own market.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u0026ldquo;Cyber experience\u0026rdquo; is not one thing\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eIt is tempting to filter for the word \u0026ldquo;cybersecurity\u0026rdquo; on a CV and assume the rest will follow. It will not. Selling SIEM to a SOC is a different motion from selling GRC tooling to a compliance team, identity to IT, cloud security to platform engineering, or offensive tooling to a red team. The buyer changes, the cycle changes, and the technical conversation changes. A rep who smashed quota selling endpoint protection may struggle selling data security to a different buyer with a different rhythm. The right calibration is on buyer and motion, not on the category label. Get that wrong and you can hire someone with an impeccable security background who is still the wrong fit for your specific sale.\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/h2\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eHire for the Stage you are actually at\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe org chart a generalist recruiter reaches for, with a VP Sales, directors, a row of AEs and SDRs, is usually more leadership layer than an early security vendor needs. Below roughly three to five million in ARR, the better move is a calibration pod: one or two senior enterprise AEs with genuine security credibility, paired with an excellent sales engineer, reporting into the founder. Their job is to close, build a referenceable base, and become the profile you calibrate every future hire against. Between five and fifteen million, the highest-leverage hire is a player-coach VP Sales who has carried a cyber quota and will still run strategic deals personally while building the team, and this is the moment for your first dedicated channel hire. Only past fifteen million does a full revenue operator, a VP or CRO with forecasting rigour across multiple segments, become the right call. Hiring a level too senior, too early, is one of the most expensive mistakes a cyber vendor can make. There is a fuller breakdown of the stages, the roles and the comp bands on our \u003ca href=\"https://www.scalewithstrive.com/cyber-sales-recruitment/\"\u003ecyber sales recruitment page\u003c/a\u003e.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eMove at the speed of a Small, Connected Market\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe senior cyber-sales talent pool is small, well-networked and, crucially, already employed. A six-week interview loop with three unstructured rounds loses the best candidates to a competitor who moved in two. Worse, a sloppy or slow process becomes a story that circulates, because in a market this connected your hiring process is part of your employer brand whether you manage it or not. Decide within about three weeks of the first interview, give a comp range in the screen, build a real technical stage into the loop, and keep the whole thing tight. A clean, credible process is not just good manners. In security it is a genuine recruiting advantage.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThe Commercial side of Security is its own discipline\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eNone of this is the same problem as hiring the technical side of a security company. Placing CISOs, security engineers, SOC analysts and penetration tester
65s is specialist work, and there are excellent recruiters who do exactly that. Building the team that \u003cstrong\u003esells\u003c/strong\u003e the product, meaning the AEs, sales engineers, channel leaders and revenue executives who can win over a sceptical buyer, is a different discipline again. It sits at the crossroads of GTM sales hiring and the security market. Treat it as its own search, run by people who understand both sides, and the team you build will actually convert the product you have worked so hard to create.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eInvest in a SaaS Sales Recruitment agency and accelerate your path to success.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eReach out to a member of the team \u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003ehere\u003c/a\u003e, see the full \u003ca href=\"https://www.scalewithstrive.com/cyber-sales-recruitment/\"\u003ecyber sales recruitment playbook\u003c/a\u003e, or see more about how we can support your growth \u003ca href=\"https://scalewithstrive.com/solutions/\"\u003ehere\u003c/a\u003e.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of Cybersecurity account executives","banner_image":"https://cdn.sourceflow.co.uk/xyjohflubg2t4orn7f48mvozem7q","blog_preview":"\u003cp\u003eMost Cybersecurity Vendors build a brilliant product and then hire the Commercial team as if they were selling any other piece of software.\u003c/p\u003e\n\u003cp\u003eThey bring in a polished Enterprise seller with a great logo on the CV, expect the pipeline to follow, and are surprised when deals stall in the first technical call.\u003c/p\u003e\n\u003cp\u003eSelling security is a different sport.\u0026nbsp;The buyer is paid to be sceptical, the evaluation is run by engineers, and a single weak reference travels fast through a small, well-connected community.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/r8f0ag7j5u5zwfu6wlv8fac6yguu","published_date":"2026-08-06","url_slug":"how-cybersecurity-vendors-should-build-their-go-to-market-team","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-08-06T09:47:04.012Z","updated_at":"2026-08-06T09:59:43.093Z"},{"id":"9e3df6f2-a760-4f14-a820-91e662184c34","tag":"Cyber, Client, VC, Expansio ","title":"AI SIEM Is Where the Capital Is Going: What It Means for Cyber GTM Hiring","author":"Iwan Robertson","content":"\u003cp style=\"text-align: center;\"\u003eSIEM has been the most expensive, most complained-about line item in the security budget for the better part of a decade, which is precisely why it has become one of the most heavily funded battlegrounds in Cyber.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eA wave of AI-native SIEM and security data platform companies has raised significant capital on a simple proposition: That log ingestion should not cost more than the breaches it detects, and that detection engineering should not require an army of analysts writing rules by hand.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eFor go-to-market leaders in this space, that capital creates a specific and unusual hiring problem. You are not selling a new capability into an empty budget line - you are selling a replacement for a system the buyer already owns, has spent years configuring, and cannot switch off.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eThat changes what a good salesperson looks like, and it changes how you build the revenue team behind the raise.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eLet's Dive In!\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eWhy the funding is flowing into AI SIEM\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe investment thesis is easy to state. Legacy SIEM pricing is coupled to data volume at exactly the moment data volume is exploding, security team
65s are under-resourced relative to alert load, and large language models are genuinely good at the pattern-summarisation and triage work that consumes analyst hours. Add the consolidation activity of the last few years - incumbent platforms acquiring their way into the category and cloud providers bundling detection into existing agreements - and you have a market where investors believe an architectural reset is possible.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWhat that means practically is that a cohort of companies is now funded to go from early traction to serious enterprise revenue in a compressed window. Capital removes the constraint on headcount but not the constraint on quality, and it introduces a harder one: the expectation of pace. A team that raises to accelerate is expected to show coverage and pipeline within two quarters, which is roughly the ramp time of a single enterprise seller in this category.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eDisplacement selling is a distinct skill\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe defining characteristic of AI SIEM go-to-market is that almost every deal is a rip-and-replace or a coexistence play. The buyer has a SIEM. They probably dislike it. They also have years of detection content, compliance evidence, integrations and institutional muscle memory built on top of it, and a migration is a project with a genuine risk of failure attached to someone\u0026rsquo;s name.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eSelling into that requires a rep who is comfortable with a long, technical, multi-stakeholder motion and who can build a migration narrative as much as a product argument. They need to be credible on data architecture, on what happens to historical logs, on how detections port across, and on what the first ninety days after signature actually look like. Candidates whose experience is in net-new category creation - selling a tool that adds a capability nobody had - often struggle here, because the objection they are trained to handle is \u0026ldquo;
65why do I need this?\u0026rdquo; rather than \u0026ldquo;why is this worth the disruption?\u0026rdquo;\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eWho is actually in the buying committee\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eSIEM replacement pulls in more stakeholders than most security purchases. There is the CISO, who owns the risk and the budget narrative; the SOC lead or detection engineering manager, who owns whether the thing works day to day and is usually the hardest sceptic; a data or platform engineering function, because ingestion and retention decisions touch infrastructure cost; compliance, because audit evidence must survive the migration; and increasingly procurement and finance, given the size of the contracts involved.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eReps who have only sold to the CISO will single-thread and stall. The hiring implication is direct: prioritise candidates who can demonstrate they have navigated a technical evaluation with a practitioner audience, not just an executive relationship. In interviews, ask them to name every person in the buying group of their largest closed deal and describe what each one needed. The answer separates the credible from the well-rehearsed quickly.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eSales engineering is not a support function here\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eIn AI SIEM, the technical evaluation \u003cem\u003eis\u003c/em\u003e the sale. Proofs of value involve real customer data, real detections and a comparison against an incumbent the buyer knows intimately. That makes the sales engineer or solutions architect the most leveraged hire on the team, and one of the hardest to find - the profile requires genuine detection engineering credibility alongside commercial instinct.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eCompanies that under-invest here typically discover the problem as a POV conversion rate that never gets above a third. A useful planning ratio in this category is closer to one SE per one or tw
65o AEs, rather than the one-to-three or one-to-four common in general B2B SaaS. Budget for that in the plan you build post-raise, because the SE market is thinner than the AE market and the search takes longer.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eHire for scepticism about AI claims, not enthusiasm for them\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eSecurity buyers have been marketed at with AI language for years and have developed a strong immune response to it. A rep who leads with autonomous triage and agentic investigation and cannot immediately explain what the model does, what it does not do, how false positives are handled and where a human stays in the loop will lose credibility in the first meeting.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe best salespeople in this category are noticeably restrained. They are precise about capability, comfortable saying what the product does not yet do, and able to hold a technical conversation about data pipelines and detection logic without retreating to slideware. When hiring, treat over-polished AI enthusiasm as a warning sign rather than a strength.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eBuilding the revenue team after the raise\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eA few practical principles for cyber SaaS founders scaling GTM on fresh capital. Hire in pairs where possible - two AEs rather than one - because a single hire gives you no signal about whether a miss is the person or the motion. Resist hiring a senior sales leader before the motion is repeatable; in this category, founder and early-AE selling is what produces the migration playbook a leader will later scale. Get RevOps in earlier than feels comfortable, because usage-based and ingestion-linked pricing models make reporting genuinely complex. And plan for a longer ramp than your model wants: eight to twelve months to full productivity is realistic for enterprise security sellers displacing an incumbent.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eMost importantly, be honest in the market about the stage you are at. The strongest candidates in cyber GTM have seen several funded companies fail to convert capital into revenue, and they diligence founders carefully. Evidence \u0026mdash; named reference customers, real win rates, a clear account of why deals are lost - converts better than a valuation number.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eInvest in a SaaS Sales Recruitment agency and accelerate your path to success.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eReach out to a member of the team \u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003ehere\u003c/a\u003e, or see more about how we can support your growth \u003ca href=\"https://scalewithstrive.com/solutions/\"\u003ehere\u003c/a\u003e.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of Cyber Account Executives","banner_image":"https://cdn.sourceflow.co.uk/cr9jpyrrim1zzskkca3qdnf7hlgo","blog_preview":"\u003cp\u003eSIEM has been the most expensive, most complained-about line item in the security budget for the better part of a decade, which is precisely why it has become one of the most heavily funded battlegrounds in Cyber.\u0026nbsp;\u003c/p\u003e\n\u003cp\u003eA wave of AI-native SIEM and security data platform companies has raised significant capital on a simple proposition: that log ingestion should not cost more than the breaches it detects, and that detection engineering should not require an army of analysts writing rules by hand.\u003c/p\u003e\n\u003cp\u003eFor go-to-market leaders in this space, that capital creates a specific and unusual hiring problem. You are not selling a new capability into an empty budget line - you are selling a replacement for a system the buyer already owns, has spent years configuring, and cannot switch off. That changes what a good s
65alesperson looks like, and it changes how you build the revenue team behind the raise.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/pyanne9jet9m72v7rfk84l3gqp0b","published_date":"2026-08-01","url_slug":"ai-siem-is-where-the-capital-is-going-what-it-means-for-cyber-gtm-hiring","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-08-01T08:14:30.282Z","updated_at":"2026-08-03T12:14:41.750Z"},{"id":"f0205c13-045f-4b90-882c-ff5295b2c788","tag":"Client, VC, SaaS, Hiring, Expansion","title":"What Makes a Great SaaS Account Executive?","author":"John Hitchen","content":"\u003cp style=\"text-align: center;\"\u003eAsk ten revenue leaders what makes a great SaaS account executive and you will get ten versions of the same vague answer: hungry, coachable, consultative, resilient.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eAll true, none useful.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eThe traits that actually separate the top decile of AEs from the competent middle are observable, testable and surprisingly consistent across company stage and deal size - and almost none of them are the things a CV shows.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eThis blog breaks down what genuinely great SaaS account executives do differently, why those behaviours drive revenue, and how founders, revenue leaders and talent teams can identify them in a hiring process rather than discovering them nine months into a ramp.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eLet's Dive In!\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThey generate their own pipeline - and can prove it\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe single most reliable differentiator in SaaS sales is self-sourced pipeline. Great AEs do not wait for marketing. They build a target list, work it methodically, and can tell you what percentage of their closed-won revenue originated from their own outbound activity. In strong performers that figure is typically 30\u0026ndash;50%; in the middle of the pack it is close to zero.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis matters beyond the pipeline itself. Reps who self-source understand their market, because they have been rejected by it repeatedly and adjusted. They are also insulated from the quarter where inbound dries up - which, in most SaaS businesses, arrives eventually.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eTheir discovery is genuinely diagnostic\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eAverage AEs run discovery as a checklist: budget, authority, need, timeline, tick, tick, demo booked. Great AEs run it as a diagnosis. They are trying to establish whether a real problem exists, what it costs the business today, who feels that cost, and what happens if nothing changes. They are comfortable concluding that there is no deal, and they say so early.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe tell in an interview is the shape of their questions. Strong candidates ask about consequence and quantification - \u0026ldquo;what does that cost you a quarter?\u0026rdquo;, \u0026ldquo;who has tried to fix this before and what happened?\u0026rdquo; Weaker candidates ask about process and confirmation - \u0026ldquo;is this a priority for you?\u0026rdquo;, \u0026ldquo;does that sound like something we could help with?\u0026rdquo;\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThey multi-thread by default\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eIn SaaS, single-threaded deals are the leading cause of slipped forecasts. A great AE builds relationships across the buying committee as a matter of routine, not as a rescue tactic when the champion goes quiet. That means an economic buyer, a technical evaluator, a user-level champion and, in enterprise, someone in security or procurement engaged well before contracting.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eAsk a candidate to walk you through their largest closed deal and count the named people. If the story features one hero champion, you are looking at a rep whose forecast will be volatile.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThey are commercially honest about their pipeline\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eForecast accuracy is a character trait as much as a skill. Great AEs downgrade their own deals without being asked, tell their manager when a deal is dead, and would rather report a smaller, real number than a larger, hopeful one. This is the quality that makes a rep valuable to a revenue leader running a board process, and it is testable: ask a candidate about a deal they were confident in that they lost, and listen for whether they diagnose their own mistakes or blame the buyer, the product or the pricing.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;
65\"\u003eThey can sell the business case, not just the product\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eProduct knowledge is table stakes. What distinguishes strong SaaS AEs is the ability to translate features into a financial argument the buyer can defend internally when the AE is not in the room. In practice this means building the business case with the champion rather than for them, using the customer\u0026rsquo;s own numbers, and anticipating the objection finance will raise.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThis is increasingly decisive. Budget scrutiny across B2B software has stayed tight, and deals now routinely require sign-off a level or two above where they did three years ago. Reps who cannot articulate payback in months rather than benefits in adjectives lose to those who can.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThey are coachable in a specific way\u003c/h2\u003e\n\u003cp style=\"text-align: justify;
65\"\u003eCoachability is the most overused word in sales hiring, and usually means \u0026ldquo;agrees with me\u0026rdquo;. The useful definition is narrower: does this person change their behaviour after feedback, and can they give an example? Great AEs can describe a concrete piece of feedback they received, what they did differently as a result, and what changed in their numbers. Candidates who cannot produce that example, no matter how enthusiastically they endorse feedback in principle, tend not to change.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eThey match the motion they are being hired into\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eA brilliant AE in the wrong motion looks like an average one. Someone who has spent five years running 25-day transactional cycles at high volume will struggle with a nine-month enterprise deal requiring patience, orchestration and stakeholder mapping - and the reverse is equally true. When assessing candidates, compare like for like: average deal size, cycle length, number of stakeholders, whether they sold into a mature category or created one, and whether the product had brand recognition or none.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe last of these is underrated. Selling a category leader is a different job from selling an unknown Series A product against an incumbent, and founders regularly hire the former expecting the latter.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eHow to test for this in a hiring process\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eBuild the process around evidence. Use structured competency questions that demand specifics - numbers, names, dates - rather than hypotheticals. Include a live discovery exercise with a realistic buyer persona and score it against agreed criteria: quality of questioning, willingness to disqualify, ability to quantify. Take references that probe quota context rather than personality. And be sceptical of the candidate who interviews as a polished pitch; the job is asking good questions, so the interview should reward that.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eHiring great account executives is not about finding a rare personality type. It is about knowing which behaviours actually correlate with revenue in your motion, and building a process disciplined enough to see them.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eInvest in a SaaS Sales Recruitment agency and accelerate your path to success.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eReach out to a member of the team \u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003ehere\u003c/a\u003e, or see more about how we can support your growth \u003ca href=\"https://scalewithstrive.com/solutions/\"\u003ehere\u003c/a\u003e.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of SaaS Account Executives","banner_image":"https://cdn.sourceflow.co.uk/xyoqeb708uocap2oyfvhw5vavjue","blog_preview":"\u003cp\u003eAsk ten revenue leaders what makes a great SaaS account executive and you will get ten versions of the same vague answer: hungry, coachable, consultative, resilient. All true, none useful.\u003c/p\u003e\n\u003cp\u003eThe traits that actually separate the top decile of AEs from the competent middle are observable, testable and surprisingly consistent across company stage and deal size - and almost none of them are the things a CV shows.\u003c/p\u003e\n\u003cp\u003eThis blog breaks down what genuinely great SaaS account executives do differently, why those behaviours drive revenue, and how founders, revenue leaders and talent teams can identify them in a hiring process rather than discovering them nine months into a ramp.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/zmhl95copxlfjsttqtvkm3h0d2lg","published_date":"2026-08-01","url_slug":"what-makes-a-great-saas-account-executive","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-08-01T08:13:17.317Z","updated_at":"2026-08-03T12:08:52.622Z"},{"id":"25cfec9a-4e20-4b73-ad2d-ae408d42660e","tag":"Client, VC, Expansion, Hiring","title":"B2B SaaS Sales Hiring: A Step-by-Step Guide for Founders","author":"Adam Richardson","content":"\u003cp style=\"text-align: center;\"\u003eHiring your first - or your next - cohort of B2B SaaS salespeople is one of the highest-stakes decisions a Founder makes, and one of the least systematised.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eMost Founders approach it reactively: revenue targets rise, a board deck asks for c
65overage, and a job advert goes live before anyone has agreed what the role actually is. The result is a long, expensive search that produces a plausible CV rather than a productive rep.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eA better approach treats sales hiring as a sequence of deliberate steps - defining the motion before the role, the role before the profile, the profile before the process, and the process before the offer.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eThis blog walks through that sequence for B2B SaaS founders hiring in 2026, with the practical detail that turns a hiring plan into hired people.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eLet's Dive In!\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep one: Define the sales motion, not the job title\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eBefore you write a job description, write down how your product is actually bought. Is it a self-serve motion where sales assists conversion, a mid-market motion with a three-to-six-month cycle and two or three stakeholders, or an enterprise motion with security review, procurement and a nine-month runway? Each implies a different hire. A rep who thrives at \u0026pound;15k\u0026ndash;\u0026pound;40k ACV running high-velocity cycles is often the wrong person for a \u0026pound;250k enterprise deal, and vice versa. Founders who skip this step end up hiring the most impressive salesperson they meet rather than the one whose experience maps to the motion they run.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eWrite two or three sentences describing your typical won deal: entry point, buyer, cycle length, average value, and the objection that most often kills it. Everything downstream should be traceable back to those sentences.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep two: Sequence the roles correctly\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe order in which you hire matters more than the speed. A common and costly pattern is hiring a VP of Sales first in the hope they will build everything. In practice, most VPs are scalers, not founders of a motion - they inherit a repeatable process and multiply it. If you have not yet closed a handful of deals yourself and cannot articulate why they closed, a senior leader will spend six months discovering what you already needed to know, at a senior salary.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eFor most B2B SaaS companies the workable sequence is: foun
65der-led sales until roughly ten to fifteen closed deals; then one or two founding account executives who can sell without a playbook; then pipeline generation support (SDR or outbound-heavy AE); then a first-line leader once you have three or more reps; then RevOps once reporting takes more than an hour a week. Marketing and customer success hires interleave, but the principle holds - do not hire a layer of management above a layer that does not yet exist.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep three: Build a scorecard instead of a wish list\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eMost SaaS job descriptions are indistinguishable from one another: hunter mentality, consultative approach, five years\u0026rsquo; experience, SaaS background preferred. None of that predicts performance. Replace the wish list with a scorecard of four to six outcomes the person must achieve in their first year, each with a measure. For a founding AE that might be: generate 40% of their own pipeline; close \u0026pound;350k new ARR; document a repeatable discovery framework; win two deals in a new vertical.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eThen list the competencies that produce those outcomes - the ability to sell without collateral, comfort with ambiguity, evidence of self-sourced pipeline - and the handful of hard requirements that genuinely cannot be trained, such as domain credibility with a technical buyer. Everything else is negotiable. A scorecard also gives you something honest to interview against, which is where most processes fall apart.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep four: Get the package right before you go to market\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eCompensation is where founders lose good candidates late and expensively. Decide before you start: base and OTE, split (typically 50/50 for AEs, 60/40 or 70/30 for enterprise, 70/30 or 80/20 for SDRs), quota, ramp, accelerators, and equity. Quota should be a defensible multiple of OTE - four to five times is the common benchmark for mid-market SaaS - and it should be based on evidence, not aspiration. If no one in the business has hit the number you are setting, you are hiring someone into a target designed to fail.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eBe equally clear about ramp. A three-month ramp for an enterprise seller with a nine-month cycle is arithmetic that does not work. Candidates notice this, and the good ones ask.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep five: Run a process that tests the job\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eA four-stage process is usually enough: an initial screen against the hard requirements; a competency interview against the scorecard using evidence-based questioning; a practical exercise; and a founder or leadership conversation on motivation and fit. The practical stage is the one most often skipped and most predictive. Give candidates a realistic scenario - a discovery call with a member of your team playing a real buyer persona, or a short account plan for a named target - and score it against agreed criteria before you debrief. Do not ask for free work, and do not make it a performance of confidence; you are looking for the quality of their questions, not the polish of their pitch.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eKeep the process to two to three weeks end to end. In a market where strong GTM candidates run three or four processes at once, speed is a competitive advantage that costs nothing.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep six: Reference properly and close deliberately\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eTake references from a former manager and, where possible, a former customer or peer. Ask about quota attainment in specific years, what the territory looked like, and what support existed. \u0026ldquo;Consistent overachiever\u0026rdquo; means little without knowing whether the quota was \u0026pound;400k or \u0026pound;1.2m and whether marketing supplied 80% of pipeline.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003eClose deliberately. The best candidates are usually not motivated primarily by base salary; they are motivated by whether they believe they can win. Sell the evidence - win rates, reference customers, why deals are being lost and what you are doing about it. Founders who are candid about the hard parts convert better than those who oversell.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003ch2 style=\"text-align: justify;\"\u003eStep seven: Plan the first ninety days before day one\u003c/h2\u003e\n\u003cp style=\"text-align: justify;\"\u003eThe hire is not complete at signature. Agree what the first thirty, sixty and ninety days look like: product certification, shadowing calls, a first solo discovery by week three, first pipeline milestone by week six. Assign an owner for onboarding who is not the founder alone. The difference between a rep who ramps in four months and one who ramps in eight is rarely raw ability; it is almost always whether someone planned their first quarter.\u003c/p\u003e\n\u003cp style=\"text-align: justify;\"\u003e\u0026nbsp;\u003c/p\u003e\n\u003chr\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eInvest in a SaaS Sales Recruitment agency and accelerate your path to success.\u003c/p\u003e\n\u003cp style=\"text-align: center;\"\u003eReach out to a member of the team \u003ca href=\"https://www.scalewithstrive.com/book-a-call/\"\u003ehere\u003c/a\u003e, or see more about how we can support your growth \u003ca href=\"https://scalewithstrive.com/solutions/\"\u003ehere\u003c/a\u003e.\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e\n\u003cp\u003e\u0026nbsp;\u003c/p\u003e","alt_text":"Image of a team of B2B SaaS Sales Reps","banner_image":"https://cdn.sourceflow.co.uk/q9d31d7tpnpxaepwfnpmnzfl47fi","blog_preview":"\u003cp\u003eHiring your first - or your next - cohort of B2B SaaS salespeople is one of the highest-stakes decisions a Founder makes, and one of the least systematised.\u003c/p\u003e\n\u003cp\u003eMost Founders approach it reactively: Revenue targets rise, a board deck asks for c
65overage, and a job advert goes live before anyone has agreed what the role actually is. The result is a long, expensive search that produces a plausible CV rather than a productive rep.\u003c/p\u003e\n\u003cp\u003eA better approach treats sales hiring as a sequence of deliberate steps - defining the motion before the role, the role before the profile, the profile before the process, and the process before the offer.\u003c/p\u003e\n\u003cp\u003eThis blog walks through that sequence for B2B SaaS Founders hiring in 2026, with the practical detail that turns a hiring plan into hired people.\u003c/p\u003e\n\u003cp\u003eLet's Dive In!\u003c/p\u003e","preview_image":"https://cdn.sourceflow.co.uk/k2ypsui83t8ql6ub1bfat6yqgydd","published_date":"2026-08-01","url_slug":"b2b-saas-sales-hiring-a-step-by-step-guide-for-founders","parent":{"id":null,"identifier":null},"_order":null,"created_at":"2026-08-01T08:12:31.752Z","updated_at":"2026-08-03T12:26:35.037Z"}]},"all_blogs_sector":[{"id":"c0c5722c-3ce0-4025-bd8a-e3198c060fa1","title":"Artificial Intelligence","url_slug":"artificial-intelligence","parent":{"id":null,"identifier":null},"_order":0,"created_at":"2023-04-14T01:02:11.912Z","updated_at":"2023-10-13T13:00:01.326Z"},{"id":"de7e51b9-bec3-41bb-92aa-c1d335adcaf8","title":"Cyber Security","url_slug":"cyber-security","parent":{"id":null,"identifier":null},"_order":1,"created_at":"2023-04-14T01:03:50.636Z","updated_at":"2023-10-13T13:00:01.340Z"}
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