80Twenty

The period immediately after a fundraiser is when many companies make their most expensive hiring decisions. There is pressure to scale quickly, pressure to show momentum, and pressure to build teams fast enough to support growth targets. That urgency often leads founders to prioritize speed over alignment. One common mistake is hiring candidates based primarily on impressive company logos instead of evaluating whether they have operated successfully at a similar stage of growth. Early and growth-stage companies require very different skill sets from established organizations. Another mistake is trying to manage every search internally. Recruiting high-performing GTM talent takes consistent sourcing, outreach, coordination, and evaluation. For founders, that usually means sacrificing time that should be spent leading the business. The third mistake is viewing recruiting as transactional rather than strategic. The strongest hires happen when recruiters understand the broader context behind the role, including the company’s growth goals, leadership dynamics, and long-term hiring priorities. The quality of your post-raise hires often determines how effectively the business scales afterward. If you are building out a GTM team after a raise, we would love to help. Reach out here or at info@80twenty.com. #80twenty #GTMrecruiting #growthhiring #growthstagehiring #marketinghiring #staffingagency

A fast search is only valuable if the hire works out and it doesn’t result in an empty seat a month later. Too many companies are forced to choose between speed and quality because the recruiting process starts from scratch every time a role opens. New sourcing, cold outreach, unvetted candidates, and rushed evaluation cycles create pressure to fill the role quickly, often at the expense of long-term fit. The strongest recruiting processes work differently. Speed comes from preparation. It comes from already knowing the market, maintaining relationships with high-performing talent, and understanding exactly what type of candidate succeeds at a specific stage of growth. That foundation allows searches to move quickly without lowering the hiring bar. At 80Twenty, our focus is not simply on helping companies hire faster. It helps them avoid the cost of hiring for the same role twice. If you are building a GTM team and want a recruiting partner that can move quickly without compromising quality, we would love to connect. Reach out here or at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting #growthhiring #marketingrecruiting #creativerecruiting #staffingagency 

Hiring markets are not interchangeable, especially in GTM recruiting. The profile of a top-performing SaaS AE in San Francisco is different from the profile of a growth marketer thriving in New York or a creative leader scaling a consumer brand in Los Angeles. Compensation expectations, competitive dynamics, and candidate priorities all shift market to market. That is why geographic expertise matters just as much as functional expertise. We work with companies nationwide, but we are deeply rooted in four of the largest GTM talent markets in the country: San Francisco, Los Angeles, Chicago, and New York. Over time, we have built networks within each market that allow us to reach candidates beyond the active applicant pool and understand what it takes to close top talent there. The result is a more informed search process, stronger candidate alignment, and hires that make sense not just for the role, but for the market itself. If you are planning your next marketing, sales, creative, or account management hire, we would love to hear where you are building. Drop the city below or reach out to us directly at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting #marketingrecruiting #creativerecruiting #growthrecruiting

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A low backfill rate is one of the clearest indicators of recruiting quality because it measures what happens after the offer is signed. Backfill means the original hire did not work out, and the company had to reopen the search. In GTM hiring, that is expensive. It impacts revenue, team morale, onboarding time, and leadership focus. The industry average backfill rate typically falls between 15–20%. Ours is under 4% over the last 5 years. That outcome is not driven by luck or volume. It comes from spending more time upfront understanding the role, the hiring manager, the company stage, and the type of candidate who will actually succeed long term. Making a placement is easy. Making one that lasts is what matters. If you are hiring for a GTM role and want a recruiting partner focused on long-term fit instead of short-term placement volume, we would love to connect. Reach out here or at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting

Most hiring processes start with volume: more applications, more outreach, more resumes to review. The problem is that volume rarely creates clarity. The best GTM candidates are often not actively applying, and the strongest hires usually come from focused conversations with people who already understand the market, the role, and the type of talent your business actually needs. That is why our approach is built around precision instead of volume. We work closely with growth-stage companies to identify the candidates who truly fit the role, the team, and the stage of the business, instead of relying on mass outreach and job board traffic. Sometimes the right hire is not another month of searching away. It is one good conversation away. If you are hiring for a GTM role and want a more focused approach to finding top talent, we would love to connect. Reach out here or at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting #marketingrecruiting

Most recruiting firms try to hire for everything. We focus specifically on the functions that drive revenue: sales, marketing, account management, growth, and creative. That specialization matters because effective GTM hiring requires more than matching keywords on a resume. It requires understanding how different teams operate, what strong performance actually looks like at each stage of growth, and which candidates are most likely to succeed in a specific environment. Our clients are not spending time explaining what separates a strategic AE from a transactional one or why the right growth marketer can materially impact the pipeline. We already understand the nuances behind the roles because GTM recruiting is what we do every day. That focus allows us to move faster, evaluate candidates more accurately, and deliver stronger long-term hires for the companies we partner with. If you are hiring for a GTM role and want a recruiting partner with real specialization in revenue-driving talent, we would love to connect. Reach out here or at info@80twenty.com! #80twenty #GTMrecruiting #salesrecruiting #marketingrecruiting

Most recruiting firms measure success by how many resumes they send. We measure it by how few you need to review before finding the right hire. Because hiring managers are not short on candidates. They are short on time, clarity, and confidence that the person sitting across from them can actually deliver once they join. Anyone can forward resumes. The real work is knowing who is worth introducing in the first place. That requires understanding far more than keywords on a LinkedIn profile: -How someone performs under pressure. -Whether they can operate in ambiguity. -How they influence a team. -Why they succeeded in one environment and whether that success translates to yours. That is why our process is selective by design. We send fewer candidates because we spend more time evaluating them before they ever reach your inbox. The result: our candidates secure interviews at rates 10 points above industry average, and our clients spend less time filtering through noise. If you are building a team and want a recruiting partner focused on quality over volume, we would love to talk. Reach out here or at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting #growthhiring

Contract or direct hire? It is the right question and the answer depends entirely on where your business is right now. Contract hiring is often the right move when speed is the priority and optionality matters. If you are testing a new channel, ramping after a funding round, or covering a gap while you build conviction on a full-time hire, contract talent lets you move quickly without a long-term commitment. It also gives you the opportunity to convert to full-time if it is a great fit. Done well, contract hiring can help propel your business forward quickly. Direct hire becomes critical when the role is tied to long-term growth. A VP of Sales, a Head of Growth, a lifecycle marketer, a Creative Director who needs to build the function from the ground up. These are roles where getting it right matters more than getting it fast. The wrong permanent hire in a core GTM function can cost a quarter. The right one can redefine it. The key is aligning the hiring model to the business objective and not defaulting to whichever approach feels most familiar. We work with companies on both models. If you are weighing which model is right for a role you have open, it is worth a conversation at info@80twenty.com. #80twenty #GTMrecruiting #contracthiring #directhire #salesrecruiting #growthrecruiting #B2Btech

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