Gtm recruiting
Skill LeadMagic/gtm-skills/skills/founder-led/gtm-recruiting
205 production GTM agent skills for Claude Code — sales, outbound, prospecting, RevOps, ABM, PLG, CS, automation. Framework-cited playbooks with artifacts + QA scripts.
npx -y skills add LeadMagic/gtm-skills --skill gtm-recruitingAssembled from the repository path, not quoted from the project. Check it against their README if it does not work.
What its author says it does
Copied from the file, not written here
GTM recruiting playbook — active sourcing, passive candidate outreach, offer negotiation, recruiter partnerships (Betts, It's Destiny Recruiting), and inclusive hiring without tokenization. Use when recruiting SDR/AE/CS/leaders, closing candidates, negotiating OTE/equity, or building diverse GTM benches. Triggers on: "recruit salesperson", "negotiate offer", "close candidate", "Betts recruiting", "diversity hiring sales", "passive candidate outreach", "sales offer negotiation", "contingency recruiter", "Destiny recruiting".
The file declares its own license as MIT. That is the author’s claim about this one file, and it is not the same thing as the license GitHub reports for the repository, which is listed with the other numbers below.
SKILL.md
11.5 KB, as published. Nobody here has run it
GTM Recruiting
Overview
Posting a job is 20% of recruiting. Sourcing, closing, and negotiating are the other 80%. Top GTM talent is passive — employed, comp-aware (RepVue), and comparing your offer to three others. The mistake: generic LinkedIn blast with hidden OTE, then surprise when the candidate ghosts after verbal yes.
This skill is the recruiting execution layer: active outreach, recruiter
partners, offer construction, negotiation scripts, and inclusive hiring that
builds diversity of thought — not token hires. JDs and comp math →
gtm-role-descriptions. Interviews → hiring-by-role. Posting channels →
job-posting-strategy.
When to Use
- "How do I recruit passive AEs?"
- "Negotiate offer with sales candidate"
- "Work with Betts / contingency recruiter"
- "Close candidate who's comparing offers"
- "Diversity hiring for sales team"
- "Outreach template for SDR recruit"
- "What to include in sales offer letter"
- "Candidate wants higher OTE"
Do not use for legal offer letter compliance alone — employment-compliance.
Do not use for firing/PIP — gtm-leadership.
Authoritative Foundations
- Betts Recruiting. GTM-only search firm. Comp Engine (real-time GTM comp data). Rules: unicorn/first AE may need +20% above target band; match or beat employed candidate's current comp when poaching. Retained or contingency (~20–30% first-year base). Source: bettsrecruiting.com
- It's Destiny Recruiting (Destiny Brandt). Boutique GTM headhunter (pre-seed–Series B). Diversity of thought — standardized scorecards and talent matrix; works with leaders who run inclusive culture, not tokenization by race/gender. Video-led passive outreach. Source: itsdestinyrecruiting.com
- Bridge Group / RepVue. Candidates benchmark your OTE against attainment data. Offers below market or with unreachable quota lose on accept rate.
- Roberge + re:Work. Same structured scorecard for every candidate; backchannel refs; work sample — reduces bias and improves hit rate.
Recruiting Stack (Load Order)
1. gtm-role-descriptions — JD + comp template + org placement
2. gtm-recruiting (this skill) — source, close, negotiate
3. hiring-by-role — interview + scorecard
4. employment-compliance — offer letter, classification
5. gtm-leadership — onboarding expectations, manager readiness
Step-by-Step: Active Recruiting
Phase 1 — Define the Search
| Input | Source |
|---|---|
| Role + stage context | gtm-role-descriptions |
| Unicorn vs solid performer | Betts: specialist +20%; generalist at/below band |
| Comp range (published) | gtm-role-descriptions comp-benchmarks + Betts Comp Engine |
| Scorecard | hiring-by-role + templates/inclusive-interview-scorecard.md |
| Interviewer questions | hiring-by-role → interviewer-questions-gtm |
| Candidate questions | hiring-by-role → candidate-questions-to-ask |
Search brief (1 page): motion (SMB/enterprise), ACV band, attainment floor (e.g. ≥100% 2 of last 4Q), culture non-negotiables, comp range, why now.
Phase 2 — Sourcing Mix
| Channel | Best For | Tactic |
|---|---|---|
| LinkedIn Sales Navigator | All GTM IC + manager | Filter: title, company stage, 1–2 stages ahead |
| Investor / founder network | VP+ | Warm intro only |
| Betts Recruiting | VP Sales, CRO, unicorn AE | Retained search or Connect platform |
| It's Destiny Recruiting | Founding GTM, diverse bench | Contingency; DEI-aligned leaders |
| Pavilion | Senior AE, directors | Member referrals |
| RevGenius / SaaStr | SDR, AE | Community participation before posting |
| RepVue | Research only | See how candidates view your comp |
Passive outreach: templates/sourcing-outreach.md — personalized, short,
one clear ask (15-min call). Never attach JD wall of text in DM #1.
Phase 3 — Recruiter Partnership Models
| Partner | Model | When |
|---|---|---|
| Betts | Contingency / retained; Comp Engine | Scale-stage GTM; VP+; comp-heavy markets |
| It's Destiny | Contingency ~25% base; 60-day performance lens | Pre-seed–B; founding sales; inclusive bench |
| Internal | Founder/manager sourced | First 2–3 hires if network is strong |
Full comparison: references/recruiter-partners.md.
Agency rules: Exclusive vs non-exclusive in writing; fee trigger (hire date); replacement guarantee; who owns candidate experience.
Phase 4 — Interview → Close Pipeline
Outreach → Screen (numbers) → Work sample → Panel scorecard → References (backchannel) → Offer
- Screen: "Last 4 quarters: quota, attainment %, deal size" — non-negotiable for sales
- Close window: 48–72h from verbal yes to written offer — slow lose rate
- References: 1 manager + 2 direct reports/peers for leaders (
gtm-leadership)
Phase 5 — Offer Construction
Use role template from gtm-role-descriptions/templates/comp-plan-*.md.
Offer package must include in writing (templates/offer-package-checklist.md):
| Element | Required |
|---|---|
| Base + variable (OTE) | Yes |
| Quota number + ramp % | Yes |
| Commission accelerators + clawback | Yes |
| Equity grant + vest | Yes |
| Benefits summary | Yes |
| Start date + contingencies | Yes |
| At-will / employment terms | employment-compliance |
Betts rules for competitive offers:
- First AE / unicorn: budget +10–20% above target band
- Poaching employed rep: understand current OTE — lateral moves need story (equity, role, growth)
- Geo: remote bands documented — no bait-and-switch
Phase 6 — Negotiation
Founders: Load founder-comp-playbook first — payroll % ARR check, offer
walkthrough template, negotiation scripts when cash is constrained.
Employer side — references/offer-negotiation.md:
| Candidate Ask | Response Lever |
|---|---|
| Higher base | Trade within OTE band; or equity/signing bonus |
| Higher OTE | Show quota math; adjust quota if OTE rises (5:1) |
| Lower quota | Only with proportional OTE reduction |
| Signing bonus | Bridge forfeited commission from prior role |
| Equity | Refresh grant; explain FD% and dilution honestly |
| Territory | Named accounts / ICP tier — non-cash lever |
Candidate side script: templates/candidate-negotiation-script.md — data-anchored, total package focus, never ultimatum first message.
Walk-away signals: Won't share attainment data; demands 2× market with no proof; misaligned motion (enterprise rep for SMB PLG).
Inclusive GTM Recruiting (It's Destiny Model)
Not tokenization — hiring by race/gender checkbox without culture and scorecard rigor. Diversity of thought: varied backgrounds, experiences, and perspectives with same performance bar.
| Practice | Implementation |
|---|---|
| Standardized scorecard | Same questions every candidate (hiring-by-role) |
| Diverse panel | ≥2 interviewers; not homogeneous team |
| Work sample | Skills-based, not "culture fit" beer test |
| Inclusive JD | No gendered language; outcomes not years (job-posting-strategy) |
| Published comp range | Reduces adverse impact from negotiation gap |
| Talent matrix | Track pipeline diversity vs. pass-through by stage — fix funnel, not bar |
Full guide: references/inclusive-recruiting.md. Template:
templates/inclusive-interview-scorecard.md.
Partner filter (Destiny): Only work with sales leaders committed to inclusive culture + structured process — aligns with Roberge traits and re:Work structured interviews.
Output Format
| Request | Deliverable |
|---|---|
| Recruit passive AE | Search brief + 3 outreach variants |
| Close candidate | Offer package checklist + timeline |
| Negotiate | Counter-offer matrix + script |
| Diversity program | Inclusive scorecard + funnel metrics |
| Betts/Destiny RFP | Recruiter brief from references/recruiter-partners.md |
Run scripts/check-output.py on recruiting plans.
Quality Check
- Comp range published before heavy sourcing
- Structured scorecard used for every finalist
- Full comp plan in writing before candidate decides
- Quota:OTE ratio shown (~5:1)
- Backchannel references for leaders
- Inclusive practices — scorecard not "gut feel"
- 48–72h offer turnaround after verbal yes
- employment-compliance on offer letter
Common Pitfalls
- Post and pray. Zero outbound. Fix: 70% sourcing / 30% inbound.
- Hidden comp. Candidate discovers gap on RepVue. Fix: publish range in JD.
- Negotiate base only. Ignore quota reachability. Fix: total package math.
- Token diversity hire. Lower bar. Fix: same scorecard; diversity of thought.
- Slow offer. Candidate takes competing offer. Fix: pre-draft comp before finals.
- Recruiter misalignment. No exclusive terms. Fix: written fee + guarantee.
Execution Artifacts
references/framework-notes.md— Framework index and authority routingtemplates/output-template.md— Primary deliverable shellscripts/check-output.py— Validates recruiting deliverablesreferences/recruiter-partners.md— Betts, It's Destiny, when to use eachreferences/offer-negotiation.md— Employer + candidate negotiation playbookreferences/inclusive-recruiting.md— Destiny model + re:Work alignmenttemplates/sourcing-outreach.md— Passive candidate messagestemplates/offer-package-checklist.md— Written offer requirementstemplates/candidate-negotiation-script.md— Candidate-side negotiationtemplates/inclusive-interview-scorecard.md— Bias-resistant scorecardhiring-by-role→ interviewer-questions-gtm, candidate-questions-to-ask, interview-expertsrevenue-team-onboarding→ onboarding-questions (post-hire)gtm-leadership→ resignation-playbook (attrition learnings)
Related Skills
gtm-role-descriptions— JDs, comp templates, benchmarksjob-posting-strategy— Where to post and distributehiring-by-role— Interview design and role scorecardsgtm-leadership— Hire decision, manager readinesssales-team-building— Hire sequence by ARRemployment-compliance— Offer letters, legalhiring-agencies— Outbound agencies (not headhunters)