GTM recruitment services
GTM recruitment.
Built around you.
Contingent, retained and embedded recruitment for RegTech, Cyber Security and Financial Crime businesses.
Choose your partnership
One appointment or a team to build. Choose the right support.
We recruit Enterprise Account Executives, Sales Engineers, Solutions Architects, Customer Success and Account Management professionals, and revenue leaders across the US, UK and Germany. Your urgency, hiring volume and internal resources shape the partnership.
01 / Contingent
Contingent
One defined hire. A focused search.
For a defined vacancy with a clear commercial brief. We research relevant talent pools, approach candidates directly and qualify experience against your buyers, territory and expected outcomes.
- Specialist sourcing and direct outreach
- Performance assessed in context
- A qualified, decision-ready shortlist
02 / Retained
Retained
A critical hire. A committed partner.
For a leadership, specialist or confidential hire where search coverage matters. Agree a target market, milestones and assessment framework, with dedicated research and candidate engagement.
- An agreed target-company universe
- Confidential candidate engagement
- Evidence, progress and market feedback
03 / Embedded
Embedded
A growing team. One delivery rhythm.
For a hiring programme that needs sustained recruitment capacity. We work alongside your leaders on priorities, candidate engagement and interview decisions, with scope, reporting and ownership agreed.
- Integrated hiring-plan support
- Consistent stakeholder communication
- Flexible scope and delivery reviews
How Signal works
More informed consultants. More time with your people.
Our model uses data and AI to support research and preparation. That gives consultants more time to understand your hiring managers and candidates—and more knowledge to bring back into the search.
Data builds the picture.
Company and talent research reveal relevant competitors, buyer markets and candidate backgrounds. Your product, territory and growth plan determine where we search.
AI creates more time for people.
AI supports research, organisation and comparison. Consultants review its output and use the time gained to understand hiring managers, candidates and the market in greater depth.
Conversations turn insight into a hire.
Direct conversations uncover what a CV or company profile cannot: ambition, leadership expectations, buying dynamics and the conditions behind performance. That knowledge shapes every introduction.
Your hiring journey
A clear hiring journey, with a decision at every stage.
Know what we are working towards, what you will receive and what happens next.
01
Define the outcome
Define the outcomes, product, buyer groups, territory, compensation and leadership expectations. Discuss where the brief matches the market and where it may need to change.
Your output: an agreed role scorecard.
02
Map the market
Map relevant companies and talent backgrounds. Use research and AI-assisted organisation to prioritise people whose experience fits the commercial challenge.
Your output: a focused search universe.
03
Engage & assess
Explore performance, motivation and working preferences directly. Assess quota attainment alongside ramp, territory maturity, deal size and the sales process behind it.
Your output: evidence behind every introduction.
04
Make the decision
Agree an interview plan, gather specific feedback and compare the evidence against your scorecard. Surface questions and gaps while there is time to resolve them.
Your output: a clear basis for the hiring decision.
05
Secure & support
Coordinate the offer, notice period and start date. Maintain communication with both sides so expectations remain clear as the person joins your business.
Your output: a coordinated appointment and handover.
Straight answers. Clear expectations.
Confidence comes from clear expectations and candid advice.
Before work begins, you should understand the scope, fees, communication rhythm and decisions ahead. During the search, you should know why each introduction deserves your time.
What happens in the first conversation?
We discuss the commercial outcome, role, product, buyers, territory and timing. We also explore your existing hiring process and recommend the support the search needs.
How do you judge an A-player?
We assess the conditions behind performance: quota, ramp, deal size, sales cycle, territory and support. We explore motivation and judgement, then relate the evidence to the environment the person would join.
What will I see during the search?
We agree reporting and deliverables upfront. Updates cover search progress, candidate engagement and market feedback, with direct advice if compensation, scope or timing needs adjusting.
Can the search stay confidential?
Confidential searches follow an agreed disclosure and outreach plan. We define who can be approached and what can be shared before contacting candidates.
How are fees and delivery agreed?
The service model, deliverables, fees and terms are agreed in writing before work starts. Any change to scope is discussed with you and agreed.