GTM Recruitment for Exec Search, Recruitment & RecTec
GTM hires for RecTec vendors and modern recruitment groups: RevOps, partnerships, customer success, demand generation and sales enablement leaders who understand the recruitment buyer. Often the first time a recruitment business has hired a non-quota-carrying commercial role; we help define the seat as well as fill it.
The recruitment industry itself is one of the largest commercial employers in the North of England. Manchester, Leeds and the wider M62 corridor host the regional offices of the major global staffing groups (Page, Hays, Robert Walters), a deep mid-market specialist-search community, large engineering and contingent-workforce groups (Morson, NES Fircroft), and a small but credible recruitment-technology (RecTec) cluster spanning ATS, CRM, sourcing and recruitment-marketing platforms. It is a commercially mature sector that hires senior sales, GTM and revenue-leadership talent in volume, and one Evara's partners know from the inside.
Selling into recruitment leaders is a specialism. Buyers are commercial operators themselves, hold their suppliers to a higher bar than most B2B markets, and are unusually quick to spot weak commercial process. Evara's partners have spent their careers inside this market: building, leading and advising recruitment and RecTec businesses. We understand the difference between selling perm fees, contract margin, RPO programmes and SaaS subscriptions to a recruitment buyer, and we screen commercial candidates accordingly.
Senior recruitment commercial salaries vary widely with the underlying model. A Director-level perm recruiter in a successful Northern boutique typically earns £80k-£130k base with profit-share or equity layered on; an MD of a £10m-£30m specialist business sits at £130k-£200k base plus meaningful earn-out. RecTec Sales Directors track wider SaaS benchmarks: £110k-£160k base with OTE of £180k-£280k for a £5m-£25m ARR business. Fractional CRO day rates for recruitment and RecTec scale-ups run £1,400-£2,000.
How we work
01
Before we recruit, we pressure-test the role itself against your GTM operating model. Many businesses ask for a GTM Engineer when they actually need a RevOps Lead, or vice versa. This step saves a six-figure mis-hire.
02
We build a role scorecard that captures cross-functional accountabilities (sales, marketing, finance, product) and the systems environment the person will own (CRM, MAP, data warehouse, attribution).
03
GTM talent is concentrated in a narrow set of scale-ups and consultancies. We map it deliberately, including in your region, and approach passive candidates with a clear narrative about the problem to be solved.
04
Two screens: one commercial (impact delivered, cross-functional credibility, business judgement) and one technical (tooling fluency, data literacy, systems design where relevant).
05
Considered shortlist plus a 30-60-90 integration plan. GTM hires fail when they are dropped into an unclear matrix without authority. We build the authority lines into the offer.
Locations
FAQs
Yes. Senior commercial hires into executive search firms, recruitment groups, staffing businesses and RPO / MSP providers are a recurring part of our work, including confidential replacement searches for underperforming MDs and Sales Directors.
RecTec includes applicant tracking systems (ATS), recruitment CRMs, sourcing and assessment platforms, recruitment marketing software and contractor-compliance technology. We hire commercial leaders, AEs, partnerships and customer success talent across all of these, with a strong Northern bench centred on Manchester, Leeds and Sheffield.
Recruitment buyers are commercial operators themselves and screen suppliers hard. A wrong Sales Director or Practice Lead hire in a recruitment business burns equity, damages client relationships and is visible inside the market within weeks. Evara's partners have built and led recruitment and RecTec businesses themselves, which means our screen is calibrated to how this market actually buys and sells.
Yes. A meaningful share of our advisory work supports recruitment owner-operators and PE-backed staffing groups professionalising the commercial function ahead of an investment, exit or generational transition. Engagements typically combine a Strategic Revenue Audit with retained search for one or two senior commercial seats.
GTM Engineering is the technical practice of building automated, data-driven systems across the revenue function: lead routing, signal capture, enrichment, sequencing, attribution. Done well it removes hours of manual work from sellers and lifts conversion rates materially.
Yes. RevOps is one of the most common Evara GTM searches. We screen for both the quantitative side (forecasting, attribution, capacity modelling) and the qualitative side (cross-functional credibility with a CFO and a CRO).
Email Rachel Lunn and the team. We will reply within one working day with a sector-specific market read for the role you have in mind.
Email Rachel Lunn/gtm-recruitment/sectors/exec-search-recruitment-rectec
Sales recruitment, GTM recruitment and revenue advisory for SMEs UK-wide. We reply within one working day.
Email Rachel Lunn