Hiring in SaaS

• Product

  PMs and product operators who understand SaaS metrics.

  Product managers · Senior and group PMs · Product-led growth PMs · Product operations

• Customer success

  CS and onboarding for self-serve, mid-market and enterprise motions.

  CSMs (self-serve, mid-market, enterprise) · Customer success leaders · Onboarding and implementation specialists · Renewal and expansion managers

• Revenue operations

  The pipes and process behind ARR.

  RevOps analysts and managers · Systems admins (Salesforce, HubSpot) · Deal desk · Compensation and territory analysts

• SaaS sales

  AEs, BDRs, SEs across every motion.

  Account executives (SMB, mid-market, enterprise) · SDRs and BDRs · Sales engineers and solutions architects · Partnerships and channel managers

• Implementation & services

  Getting customers live and value-realising.

  Implementation consultants · Professional services engineers · Technical account managers · Solutions architects

• Growth & lifecycle marketing

  Product-led growth and lifecycle across the funnel.

  Growth marketers · Lifecycle & CRM managers · Product marketing managers

• SaaS titles hide very different jobs

  A CSM at a self-serve tool is a different job to one at an enterprise platform. The rubric follows your motion, not the title.

• Metrics fluency matters

  We evaluate evidence of working with ARR, NRR, activation, expansion and payback — instead of accepting CV words at face value.

• GTM specialisation is fragmenting

  RevOps, sales engineering, lifecycle and partnerships are now distinct crafts. Role-specific rubrics stop the wrong specialist reaching shortlist.

• Stage-fit is under-priced

  Seed, Series B and post-IPO operators optimise for different problems. Stage and headcount are captured in intake as first-class filters.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For saas, these are the signals that carry weight:

• Motion-specific rubric (PLG, mid-market, enterprise)
• Metrics evidence from the CV
• Stage & headcount captured as filters

• Pragmatic Institute (PMC)
• Reforge programs
• Gainsight Admin
• Salesforce Administrator

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.