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GTM Engineer or Outsourcing?
When it comes to lead generation services, one ofthe main questions business owners face is whether to hire an in-house expertor outsource the work. This is a completely valid concern, and it’s somethingthat most business owners will naturally think about.
Let’s break it down to make it clearer:
1. High Demand for GTM Engineers
The role of a GTM (Go-to-Market) Engineer is in high demand right now, withmany companies placing significant investment in this position. As a result,base salaries for GTM Engineers have risen. Here's a snapshot of what thecurrent market looks like:
o Firm Pilot: GTM Engineer,Remote, Salary: $140-170k + bonus
o Warmly: GTM Engineer, Remote,Salary: $140-180k
o Dual Entry: GTM Engineer, New York,Salary: $110-170k
o Bardeen.ai: GTM Engineer,Remote, Salary: $100k+ (According to Colby, their VP of Revenue, in the jobpost: "Now we're scaling our Sales Engineering team to meet demand (Andyes, we know what top 'GTM Eng' talent is worth in this market 😉)")
o HubSpot: GTM Engineer, Remote,Salary: $160-200k
And these are just a fewexamples — a quick search will show many more.
2. Investing in a GTM Engineer: The ROI
A GTM Engineer is a high-return investment. If you're looking to hire anA-player, be prepared to invest at these higher salary levels. If you don’t,you risk wasting both time and money on training and micromanaging someone whomight not be up to the task.
3. When you find a candidate willing to accept a lower salary, it’s worthasking: Why didn’t they go for the higher-paying positions listed above?
Why aren't they being hired by those companies? Why haven’t they started theirown agency, especially since the cost to do so is so low? Could it be thatthey’re struggling to take their own business to market? If that’s the case,how can they help get your business to market?
As Redeed pointed out, theincredible workflows you see every day on your feed are created by the top 5%of operators. A top operator can produce in 2 hours what an “okay” operatormight take 10 hours to do. Don’t fall into the trap of settling for less.
4. The Next Step: Do You Really Need a Full-Time Expert?
Even if you’re willing to pay these higher salaries, consider whether yourbusiness truly requires a full-time, high-cost expert. From my perspective,only enterprises and high-growth funded startups are truly at the stage wherehiring a full-time GTM Engineer makes sense.
If you're one of these types ofbusinesses and you're comfortable with the investment, go for it. But thisstarts a new challenge: finding the right person.
5. What Makes a Great Hire for This Role?
In my opinion, here’s what’s needed to hire a great GTM Engineer:
o Previous experience working withmultiple clients and projects
o Testimonials that prove theirexpertise
o A team player who can fit inwith your existing team and contribute to a positive culture
o Tech-savvy, as the industry isbecoming more technical every day
o Strong interpersonal skills tocommunicate complex projects to C-level executives in simple terms
Keepingthe Right Person
Here’s an important reality toconsider: Retaininga top GTM Engineeris not a one-time challenge but a constant effort. The market for theseprofessionals is highly competitive, and salaries are increasing every day. Assoon as your GTM Engineer becomes an essential part of your business, you’llface the pressure of keeping their salary aligned with the rising industrystandards.
If you don’t, you risk losingthem to other companies offering better compensation. It’s a challenge to keepsomeone engaged and motivated when the market can offer more money elsewhere.So, while hiring an expert is a big step, the ongoing effort to match theirsalary with the current market is something that cannot be overlooked.
If you're ready to invest in aGTM Engineer, it’s crucial to budget not just for their initial salary but alsofor the ongoing investment in their retention. In a market where salaries keepclimbing, the last thing you want is to have your top talent leave because youweren’t prepared to match the demand.
By being strategic about yourhiring decisions and retention efforts, you can build a solid team and ensurethe long-term success of your business.
