GTM Hiring RolesExplore GTM Roles and Define the Skills Your Team Needs
Find the right roles. Define relevant competencies. Build a stronger GTM team.
Every successful go-to-market team depends on people with the right capabilities for the work they need to perform. From Sales Development Representatives generating opportunities to Account Executives managing customer conversations and Sales Engineers supporting technical evaluations, each GTM role contributes differently to revenue performance. EnableU helps employers explore GTM positions, understand job-related skill requirements, and develop structured role scorecards that support more informed hiring decisions.
GTM role library
8 revenue roles
Competencies & scorecards
- Founding Account Executive
- Sales Development Representative
- Account Executive
- Business Development Representative
- Customer Success Manager
- Sales Engineer
Role Clarity
Build Your GTM Team Around Clear Roles and Responsibilities
Start with the work each position needs to accomplish.
Job titles alone do not define successful performance. The responsibilities of an Account Executive at an early-stage company may differ from those of an AE working within an established sales team. A Sales Development Representative focused on outbound prospecting may require different competencies from a professional responsible for qualifying inbound demand. Defining role outcomes and relevant capabilities helps employers establish consistent expectations before evaluating candidates.
- Understand the responsibilities associated with different GTM positions.
- Identify role-specific skills and competencies.
- Define expected outcomes and proficiency requirements.
- Explore relevant job-related assessment methods.
- Develop structured role scorecards.
- Connect hiring requirements with your GTM strategy.
Explore GTM roles to
Revenue Team
Explore Roles Across Your Revenue Team
Founding Account Executive
Hire a sales professional who can contribute to building and executing your early sales approach.
A Founding Account Executive may need to work with developing sales processes, conduct customer discovery, manage initial opportunities, and contribute to establishing repeatable sales practices.
Key competencies
- Customer discovery
- Prospect and account research
- Opportunity qualification
- Account planning
- Adaptability and independent execution
- Sales process development
Role Definition
How to Define the Right GTM Role
- 01
Identify Your Business Needs
Consider your company's growth stage, GTM strategy, customer segments, and current team responsibilities. Determine what work needs to be performed and which outcomes matter most.
- 02
Choose the Relevant GTM Position
Explore roles based on the responsibilities your business needs to assign. Avoid selecting a job title solely because it is commonly used by other organizations.
- 03
Define Skills and Competencies
Identify the knowledge, skills, behaviors, and proficiency requirements relevant to successful job performance. Distinguish essential competencies from capabilities that may be developed after hiring.
- 04
Create a Role Scorecard
Translate your requirements into a structured document with expected outcomes, competencies, and evaluation criteria.
- 05
Evaluate Candidate Evidence
Use the approved criteria to review relevant candidate information and, where supported, structured assessments or job-related simulations. Maintain appropriate human review throughout the hiring decision.
Scorecard Example
See What a GTM Role Scorecard Looks Like
Example: Sales Development Representative
Illustrative example — not an actual candidate assessment.
Role
Sales Development Representative
Business context
B2B company developing outbound sales capacity.
Expected outcomes
- Research prospective customer accounts.
- Prepare relevant outreach communications.
- Qualify initial customer interest.
- Document prospect information.
- Support effective opportunity handoffs.
Example scorecard
| Competency | Expected capability | Suggested evidence |
|---|---|---|
| Prospect research | Identify relevant company information | Account research exercise |
| Outreach quality | Prepare a contextually relevant message | Written outreach simulation |
| Qualification | Ask relevant questions | Structured role-play |
| Communication | Explain ideas clearly | Structured interview |
| Sales handoff | Record useful customer context | Qualification summary |
The role scorecard should reflect the employer's actual requirements, use an approved evaluation method, and allow hiring managers to review the supporting evidence.
Skills-Based Hiring
Connect GTM Role Requirements with Skills-Based Hiring
Evaluate candidates against the work they will perform.
EnableU HiringIQ supports a skills-based approach to GTM role definition and candidate evaluation. Once employers establish the responsibilities and competencies of a position, they can use appropriate evaluation criteria and permitted assessment activities to review job-relevant evidence.
Assessment capabilities and sourcing options depend on confirmed product availability.
- Role-specific competency requirements
- Structured evaluation criteria
- Relevant candidate evidence
- Supported interview and simulation workflows
- Identification of missing evidence
- Human review and hiring decisions
The HiringIQ approach includes
GTM Strategy
Align Hiring with Your GTM Strategy
The right role depends on your business context.
EnableU Sales Excellence includes Talent and Competency Architecture, connecting GTM strategy with workforce responsibilities and competency expectations. For example, a growing organization may first need to establish its customer segments and sales process before determining the capabilities required from its first Account Executive. A more established organization may need to focus on specialized sales roles, territory coverage, management, and coaching responsibilities. Use GTM context to define roles before selecting evaluation methods.
FAQ
Frequently Asked Questions
GTM roles are positions involved in bringing products or services to market, developing customer relationships, supporting sales execution, and managing revenue-related activities.
Build Your Next GTM Role with Greater Clarity
Your next hire should begin with a clear understanding of the work, expected outcomes, and competencies required. Explore the role that fits your organization's needs and develop a structured scorecard to guide your hiring process.