Overview
You manage a team of recruiters (likely 4-8 people) who place GTM talent at tech companies. You're coaching recruiters through active searches, maintaining relationships with hiring managers at client companies, and making sure your team hits monthly placement targets. This is Juliet Goswell's team in the NYC office.
Role Snapshot
| Aspect | Details |
|---|---|
| Role Type | Recruiting Team Manager |
| Sales Motion | Balanced - managing existing client accounts + new business development |
| Deal Complexity | Consultative - matching candidates to client needs |
| Sales Cycle | 4-8 weeks typical search-to-placement |
| Deal Size | $20-40K per placement (typical agency fee structure) |
| Quota (est.) | Team target likely 15-25 placements/month |
Company Context
Stage: Bootstrapped/Mature (nearly 15 years old)
Size: 138 employees
Growth: Actively hiring for management roles, average tenure of 4.5 years suggests stability
Market Position: Specialized player in GTM recruiting for tech, not trying to be everything to everyone
GTM Reality
Pipeline Sources:
- 60% Existing Client Relationships - companies that use Betts repeatedly for hiring needs
- 30% Inbound - companies reaching out based on reputation/referrals
- 10% Outbound - business development to new tech companies
Team Structure: You manage individual contributor recruiters who own their searches end-to-end
Support Systems: Likely internal sourcing support, ATS/CRM tools, access to Betts Connect platform
Competitive Landscape
Main Competitors: Rainmakers, SalesRoads, other boutique GTM recruiting firms, plus in-house recruiting teams at larger companies
How They Differentiate: Deep specialization in GTM roles, long track record in SaaS, large candidate network
Common Objections: "We're building an internal recruiting team" or "Your fees are too high" or "We'll use LinkedIn and do it ourselves"
Win Themes: Speed to fill, quality of candidates who actually know sales, understanding of GTM roles that generic recruiters don't have
What You'll Actually Do
Time Breakdown
Team Coaching (30%) | Client Management (25%) | Search Strategy (20%) | Internal Ops (15%) | Hiring/Training (10%)
Key Activities
- 1-on-1s with Recruiters: Weekly coaching sessions on their active searches, pipeline review, dealing with difficult clients or candidate situations. You're troubleshooting why searches are stalling.
- Client Communication: Jumping on calls with hiring managers when a search is stuck, managing expectations on timeline, negotiating on fees or terms, keeping clients happy so they come back.
- Search Strategy: Reviewing recruiter sourcing strategies, helping them think through where to find candidates for hard-to-fill roles, looking at metrics to see who's performing.
- Internal Meetings: Weekly team meetings, pipeline reviews with leadership, quarterly planning, dealing with internal systems and process improvements.
The Honest Reality
What's Hard
- You're constantly balancing recruiter coaching with your own client work - there's never enough time for both
- When recruiters miss their numbers, it's on you to figure out if it's a performance issue, market issue, or something else
- Recruiting is a numbers game with lots of rejection - keeping your team motivated through dry spells is draining
- Client expectations can be unrealistic ("find me a unicorn SDR with 5 years experience for $60K base") and you're managing both sides
- You're measured on team billings, so underperformers directly affect your comp
What Success Looks Like
- Your team consistently hits 80%+ of placement targets each month
- Low recruiter turnover on your team (in an industry where people burn out quickly)
- Clients request your team specifically for new searches
- You're developing recruiters who get promoted or grow their books of business
Who You're Selling To
Primary Buyers:
- VP of Sales / CROs at Series A-C SaaS companies (they're hiring GTM teams)
- Heads of Talent / Recruiting at tech companies (they need specialist help)
What They Care About:
- Speed - can you fill this role in 3-4 weeks vs 2-3 months?
- Quality - are candidates actually good at sales or just good at interviewing?
- Understanding - do you get what an SDR/AE/CSM actually does, or are you just keyword matching?
Requirements
- 4-7+ years of recruiting experience OR 2+ years managing/mentoring recruiters or SDRs
- Experience in GTM/SaaS is strongly preferred (they want someone who understands the roles they're filling)
- Proven ability to coach and develop people, not just manage tasks
- Comfortable with metrics and accountability - you'll be tracking team performance closely
- NYC-based, able to be in Tribeca office 2 days/week
- Someone who actually enjoys the recruiting grind and doesn't view it as a stepping stone to something else