Chuck Brotman

Sales, Marketing, CS, & Leadership Recruiting | Blueprint Expansion aka gtmrecruiter.com

We help early and mid-stage companies recruit exceptional go-to-market talent (that others often miss).

These articles cover my thinking on various topics
https://www.linkedin.com/in/cbrotman/recent-activity/posts/

Here are six core beliefs:

1. We need to do a better job at promoting career opportunities for underrepresented groups in the broadest possible sense.  DEI professionals often get this wrong.  We need to change the way we source, engage, and onboard talent from all walks of life.  If we do so, companies will perform better.

2. Cronyism is a problem in tech hiring.  We need to get more comfortable hiring strangers and getting outside our personal networks.  

3. If you hire "from the gut," you may not have a hiring process. Without a process, you cannot scale.

4. It's not a virtue to "fire fast" - and it's never been a virtue.  Companies need to do a better job at on-boarding their new hires.

5. Personal branding evangelism has pyramid-scheme like features.  Worrying about your personal brand before you develop key skills is putting the cart before the horse. 

6. Be wary of remote work evangelism. It may be creating the conditions for the outsourcing of everything.  Sitting on video calls all day is dystopian.  I like remote work, but it's had an adverse impact on our communities, mental health and talent skills development. It's a very complicated topic.


email: chuck@blueprintexpansion.com
phone or text: 415.720.7710

Limited Partner

Hiring alert - 

We're recruiting sales talent for a few startup and scale-up clients over the coming weeks (roles will be posted soon, some later this quarter).  We can accelerate conversations in many cases with HMs now

-> Location: Preference for ET (especially NYC) or CT, but open to strong performers across the U.S.
-> OTEs: range from 150 - 220k

What we generally want to see:

1. Carried a new business quota in SaaS, AI, or tech-enabled services
2. Stayed long enough to see MULTIPLE quota cycles through at one or two recent companies (not judging hops - but your career needs clear indications you've seen the finish line multiple times in one business)
3. Consistently exceeded targets, OR
4. Outperformed peers in stack rankings (if quota was significantly over-assigned)
5. Coachability, accountability, clear communication skills, curiosity, and hunger for growth

If this sounds like you or someone in your network open to new roles, please consider reaching out!

#hiring

In recruiting, when you can crisply explain the following:

1. What a company is doing in the market
2. Why it matters
3. How outcomes for the specific role tie to company market execution

You do more than tell a story accurately. 
The following also happens:

1. "Paper-perfect" match candidates who would actually drain your time in an interview become less likely to engage.
2. Superb candidates lacking obvious profile signals - or, "diamonds in the rough" - become much more likely to talk.

The implications of this are often missed.
Great messaging BEATS precision in candidate targeting PRECISELY BECAUSE it unlocks your hidden candidate ICP AND saves you time from engaging mediocre players in the theoretical wheelhouse.

Given the commoditization of sourcing tech, this is why I believe the ability to evangelize for a role is one of the single greatest skills needed in recruiting.

So if you are looking recruiting support, I would make sure the firm can pitch the business and role to you in a way that feels compelling and clear.

And if you are speaking with a large firm, make sure the assigned recruiter can do that with you in a role play.  It's very material to their ability to generate a strong funnel and hire.

#recruiting 
#hiring

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Chuck Brotman's Linkedin Analytics

Performance ScoreChuck Brotman's LinkedIn Performance

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