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Go-to-market recruitment

229 go-to-market roles, mapped to the seat you are filling

Most agencies sell you a function and hope the title lands. We map go-to-market as a tree of seven practices, 27 functions and 229 roles, so a brief starts at the actual seat rather than at “we need a marketer”. Pick the branch, then talk to us.

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See the 27 functions
Go-to-market roles we recruit
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Functions across 7 practices
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Flat fee of first-year base
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Working days, brief to shortlist
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What we recruit

Seven practices, split by the number the seat moves

New pipeline, closed revenue, retained revenue, or the systems under all three. Start here when you know there is a gap but cannot yet name the title.

229 roles across seven practices.

01 / 07

Revenue Leadership

36 roles. The seats that carry the number: CRO, CMO, VP Sales, regional GMs. They report to the CEO or the board.

  • Executive Leadership
  • GTM Strategy
  • GTM Enablement
  • Market Research
Start with Executive Leadership

02 / 07

Sales & Pipeline

29 roles. Everything between a cold list and a signed contract: SDRs, AEs from SMB to enterprise, partnerships, and the managers who coach them.

  • Sales Development
  • Sales
  • Sales Engineering
  • Channel & Partnerships
Start with Sales Development

03 / 07

Demand, Search & Content

47 roles. Our largest practice. Paid, organic, content and growth. The people who make pipeline exist before a rep touches it.

  • Demand Generation
  • Content Marketing
  • SEO / AEO / GEO
  • Email Marketing
  • Web & Conversion
Start with Demand Generation

04 / 07

Brand, Product & Creative

31 roles. Positioning, packaging, launch and how the product gets explained. Reports into the CMO, argues with product weekly.

  • Product Marketing
  • Brand
  • Creative
  • Social Media
Start with Product Marketing

05 / 07

Customer & Retention

20 roles. Net revenue retention in people form: onboarding, success, lifecycle, renewals, expansion.

  • Customer Success
  • Account Management
  • Customer Support
Start with Customer Success

06 / 07

RevOps, Systems & Data

41 roles. The plumbing under all of it: CRM, forecasting, attribution, enablement, pricing analytics. Reports into whoever owns the forecast.

  • Revenue Operations
  • Marketing Operations
  • CRM & Automation
  • Data & Analytics
  • IT & GTM Infrastructure
Start with Revenue Operations

07 / 07

AI-Native GTM

25 roles. Seats that did not exist three years ago: agent-driven outbound, AI content operations, answer-engine visibility.

  • AI & Marketing Automation
  • Emerging AI-Native GTM Roles
Start with AI & Marketing Automation

Practice, function, role, and why the split matters

A go-to-market title tells you almost nothing on its own. Head of Growth is a paid media buyer at one company and the pricing and packaging owner at the next, and both answer your ad. The tree lets you point at one seat, three clicks down.

Practice: where the number sits

Seven families, split by which number the seat moves: new pipeline, closed revenue, retained revenue, or the systems under all three. Start here when the gap is somewhere in marketing but you cannot name where.

Function: the discipline and its ladder

27 functions, each with its own skills, tooling and pay curve. The page sets out what the discipline owns, the titles from individual contributor to leader, and what a credible hire has actually run.

Role: the seat you are filling

229 role pages, one per title. What it owns, who it reports to, the interview signal that separates a doer from a narrator, and the failure mode we screen for.

All 27 go-to-market functions

Grouped by practice. Each function page carries the roles inside it and how that search runs. Know the title already? Go straight to the role from the function page. Want the method first? Read how a search works.

Revenue Leadership

36 roles · 4 functions

The seats that carry the number and report to the CEO or board.

Sales & Pipeline

29 roles · 4 functions

Everything between a cold list and a signed contract.

Demand, Search & Content

47 roles · 5 functions

The people who make pipeline exist before a rep touches it.

Brand, Product & Creative

31 roles · 4 functions

Positioning, packaging, launch, and how the product gets explained.

Customer & Retention

20 roles · 3 functions

Net revenue retention in people form: onboarding, renewals, expansion.

RevOps, Systems & Data

41 roles · 5 functions

The plumbing under all of it. Reports to whoever owns the forecast.

AI-Native GTM

25 roles · 2 functions

Seats that did not exist three years ago. Usually reports into RevOps.

Not on the list?

Hybrid and newly-invented seats

Twenty-seven functions cannot cover every way a company names a seat. Tell us the number the person has to move and we will name the branch, or tell you it is not ours.

Describe the seat →

We also run a second practice in technical and project delivery. See the industries we cover.

Briefed Monday. Shortlist by the second Wednesday.

Ten working days, and most of that is spent talking to people rather than searching. The brief decides everything after it, so it is the part we take longest over.

01

Calibrate the seat

Forty-five minutes with whoever the hire reports to. We leave with the number they own in year one, the comp band, your two non-negotiables, and what went wrong with the last person in the seat. If the scorecard and the salary disagree, you hear it on that call.

02

Search and screen

We build the list from people currently doing the job, not people currently looking. Every name is spoken to before it reaches you, and the screen is a conversation about one number they owned: what it was when they arrived, what it was when they left, and whose move it was.

03

Shortlist and close

Three to five people, each with a page. What they have run, why they fit this seat, comp expectations, notice period, and where they are weak. We run scheduling, references and the counter-offer conversation, which is where most good processes fall over.

One fee. 15% of first-year base, from SDR to CRO.

Agency fees climb with seniority: the fee is a percentage and senior people cost more, so the agency earns most on the hire it worked least for. We charge one rate at every level, which means the seat sets the price, not the title.

  • No retainer. Nothing is payable until your hire starts.
  • No exclusivity. Run us alongside your internal team or another agency and measure us against both.
  • Same fee at every level. Seniority does not raise the percentage.

On a $180,000 base

Agency fee comparison on a $180,000 first-year base salary
Contingency agency at 25%$45,000
Executive search at 30%$54,000
ZaphyrRecruit at 15%$27,000

The same 15% applies to a $70,000 SDR seat and a $300,000 CRO seat. Illustrative comparison based on typical market rates.

Questions hiring managers ask before they brief us

We charge a flat 15% of the hire’s first-year base salary, payable only once they start. No retainer, no upfront cost. On a $180,000 base that is $27,000, against roughly $45,000 at a 25% contingency agency and $54,000 at a 30% executive search firm. The rate does not move with seniority, so an SDR and a CRO bill at the same percentage.

Ten working days from brief to shortlist on a standard go-to-market search: briefed Monday, three to five calibrated candidates by the second Wednesday. Interview and offer stages then run at your pace. CRO and CMO seats take longer than that, and we say so at intake rather than after four quiet weeks.

If a placement leaves or is let go inside the guarantee period, we run the search again at no further fee. The window and its conditions are written into the agreement before you brief us, not negotiated after a hire fails. Because the fee is only earned on a hire who stays, a bad brief costs us as well as you.

No. We recruit for the United States market only: US companies, US-based seats, and US-remote teams hiring across time zones. Every live search and every advertised vacancy sits in the US. If your seat is outside the US, we say so on the first call rather than learn on your fee.

The commercial model is the same, with no fee until someone starts, but the rate is not. Contingency agencies typically charge 20 to 30% and run your role alongside dozens of others. We work only on go-to-market and technical delivery, hold fewer live searches at once, and charge a flat 15% at every level.

Senior individual contributors through to C-level: enterprise AEs, heads of demand, RevOps leads, VPs of sales and marketing, CROs and CMOs. ZaphyrRecruit is not a volume-based recruitment firm focused on entry-level roles. The most junior search we run regularly is a first SDR hire while the founder is still selling.

Yes. A second practice covers technical and project delivery, including construction and MEP, engineering, healthcare and finance, on the same commercial terms as the go-to-market side. Most of our currently advertised vacancies sit in that practice rather than in GTM. See the industries we cover, or browse what is live today.

Tell us about the seat

Send the role, the number it owns and the band you can pay, and you will hear back the same working day. Nothing is payable unless we place someone.


  • No fee until your hire starts.
  • Flat 15% of first-year base, every level.
  • Shortlist in ten working days, or a reason why not.

We use these details to answer your enquiry and nothing else. No list, no newsletter, no third parties. See our privacy policy.

Start at the seat, not at the job title.

Hiring: open the function page, find the seat, and brief us from it. Looking: we have no go-to-market vacancies advertised today, because the live roles are technical and project delivery, so join the alert list or put a CV on file and we will come to you when a GTM seat opens.

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