GTM Engineer Recruitment
- GTM Engineers for SaaS, AI and B2B businesses
- Candidates assessed on what they have built
- SRUK Fit Score on every shortlist
GTM Engineer is one of the newest titles in UK tech, and one of the least consistent. It came out of the Clay ecosystem, where a single technical operator replaced work that used to need SDRs, data analysts and RevOps consultants. Within two years the title was being used for jobs that have almost nothing in common.
Look at UK GTM Engineer adverts side by side and you will find three different roles. The outbound operator, running list building, enrichment and sequencing in Clay, Apollo, HeyReach and Instantly. The systems builder, wiring the GTM stack together through APIs, owning data quality, scoring and routing alongside RevOps. And the developer, writing production code in Python or TypeScript and building LLM-driven tools for the commercial team. All three get called GTM Engineer. They do not cost the same, they do not come from the same backgrounds, and a candidate who is excellent at one is often unsuited to the others.
That is why most GTM Engineer hires go wrong at the brief, not the interview. Sales Recruit UK recruits GTM Engineers for SaaS scale-ups, AI businesses and B2B companies building outbound in-house, and the first thing we do is pin down which of those three jobs you are actually hiring for.
A tool list on a CV proves very little in this market. Anyone can put Clay on a CV after a weekend course. We ask every candidate to show us real work: a live Clay table, a workflow they built, a repo, or a recorded walkthrough of a system running in production. Then we score them against your brief on the dimensions that decide whether the hire works:
Most of the businesses we speak to are hiring their first GTM Engineer, which means the role often reports to a founder, a Head of Growth or a RevOps lead rather than a sales manager. Getting that reporting line right before the search starts matters as much as the candidate. If you are building outbound capacity alongside the hire, see our SDR and BDR recruitment. If the role leans towards CRM, forecasting and process, a RevOps hire may be the better fit, and we will tell you so.
We build shortlists around how your business actually sells: your customers, your route to market, your sales cycle and your buyer. Three or four candidates who fit, each one delivered with the SRUK Fit Score that scores them against your specific brief.
We work with GTM Engineers, RevOps professionals and tech sales people across the UK. Send your CV and we will be in touch when something fits.
Most sales hires fail because the role was never properly understood: by the recruiter, by the hiring manager, or both. We work differently. Before we approach the market, we build a brief around how your business actually sells, then run a structured search against that brief. Every shortlisted candidate is scored against six brief-specific dimensions and arrives in the SRUK CV: a single document combining the candidate’s career history, the SRUK Fit Score, and consultant commentary on each scoring dimension. Three or four candidates who fit, all comparable like-for-like, all read in thirty minutes rather than an afternoon.
GTM Engineers are one part of the tech commercial team we recruit. See our wider technology and SaaS sales recruitment service, our SaaS Account Executive recruitment, and the Technology and SaaS salary guide for 2026 pay benchmarks across the sales team. To talk through a GTM Engineer brief, contact our team.
