I’ve been blessed to be a strategic advisor for several start-ups and invariably the same question comes up, “When should we hire a VP of GTM Enablement and what should we look for in this person?” As a startup founder or CEO, one of the most pivotal decisions you’ll make is hiring the right leadership team to drive your company forward. Among these key hires, the Vice President of Go-To-Market (GTM) Enablement holds a critical position in aligning your sales, marketing, and product efforts for success. But before diving into the search process, there are some essential questions your leadership team must answer to ensure you find the perfect fit for this crucial role.
Based on my personal experience, here are my top 10 answers to these questions:
- What are your company’s short-term and long-term goals for GTM strategy, and how does this role contribute to achieving them?
- What specific skills and experiences are you looking for in a VP of GTM Enablement?
- How do you define your company’s culture, and how does it ensure alignment between new hires and your cultural values?
- What level of cross-functional collaboration will be required for this role, and how do we ensure effective communication among departments?
- What tools and technologies are currently in use for sales, marketing, & products, and how can the new VP of GTM Enablement leverage or enhance these tools to drive efficiency?
- What are the metrics and measurements that will be used to measure the success of the GTM strategy, and how will the VP of GTM Enablement contribute to achieving these metrics and measurements?
- What challenges or pain points are we currently facing in our GTM strategy, and how can the new hire address or mitigate these challenges?
- What level of autonomy will the VP of GTM Enablement have in decision-making, and how does this align with our organizational structure?
- What budgetary considerations are associated with this role, and how do we ensure the new hire maximizes ROI on GTM initiatives?
- How do we envision the role evolving as our company scales, and what qualities are essential for long-term success in this position?
Once you have clear answers to these questions, you can begin the search for the ideal candidate. Remember, this is not a decision to take lightly because you’re not just seeking someone with the right skills and experience; you’re on a quest for a visionary leader who embodies the essence of your company, resonates with your culture, and champions your values.
