80Twenty

Most recruiting firms try to hire for everything. We focus specifically on the functions that drive revenue: sales, marketing, account management, growth, and creative. That specialization matters because effective GTM hiring requires more than matching keywords on a resume. It requires understanding how different teams operate, what strong performance actually looks like at each stage of growth, and which candidates are most likely to succeed in a specific environment. Our clients are not spending time explaining what separates a strategic AE from a transactional one or why the right growth marketer can materially impact the pipeline. We already understand the nuances behind the roles because GTM recruiting is what we do every day. That focus allows us to move faster, evaluate candidates more accurately, and deliver stronger long-term hires for the companies we partner with. If you are hiring for a GTM role and want a recruiting partner with real specialization in revenue-driving talent, we would love to connect. Reach out here or at info@80twenty.com! #80twenty #GTMrecruiting #salesrecruiting #marketingrecruiting

Most recruiting firms measure success by how many resumes they send. We measure it by how few you need to review before finding the right hire. Because hiring managers are not short on candidates. They are short on time, clarity, and confidence that the person sitting across from them can actually deliver once they join. Anyone can forward resumes. The real work is knowing who is worth introducing in the first place. That requires understanding far more than keywords on a LinkedIn profile: -How someone performs under pressure. -Whether they can operate in ambiguity. -How they influence a team. -Why they succeeded in one environment and whether that success translates to yours. That is why our process is selective by design. We send fewer candidates because we spend more time evaluating them before they ever reach your inbox. The result: our candidates secure interviews at rates 10 points above industry average, and our clients spend less time filtering through noise. If you are building a team and want a recruiting partner focused on quality over volume, we would love to talk. Reach out here or at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting #growthhiring

Contract or direct hire? It is the right question and the answer depends entirely on where your business is right now. Contract hiring is often the right move when speed is the priority and optionality matters. If you are testing a new channel, ramping after a funding round, or covering a gap while you build conviction on a full-time hire, contract talent lets you move quickly without a long-term commitment. It also gives you the opportunity to convert to full-time if it is a great fit. Done well, contract hiring can help propel your business forward quickly. Direct hire becomes critical when the role is tied to long-term growth. A VP of Sales, a Head of Growth, a lifecycle marketer, a Creative Director who needs to build the function from the ground up. These are roles where getting it right matters more than getting it fast. The wrong permanent hire in a core GTM function can cost a quarter. The right one can redefine it. The key is aligning the hiring model to the business objective and not defaulting to whichever approach feels most familiar. We work with companies on both models. If you are weighing which model is right for a role you have open, it is worth a conversation at info@80twenty.com. #80twenty #GTMrecruiting #contracthiring #directhire #salesrecruiting #growthrecruiting #B2Btech

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70% of the global workforce is not actively looking for a new role. That includes most of the people who could genuinely transform your GTM team. The strongest AEs, growth leaders, and marketing directors are typically not on job boards. They are delivering results where they are, which means your inbound recruiting strategy, no matter how well-crafted, will never reach them. What it does reach is the remaining 30%. Passive sourcing changes the math. Instead of waiting for talent to find you, it is a deliberate, relationship-driven process of identifying people who are performing well, building trust over time, and engaging them when the fit is right. The proof shows up in the data: passive candidates are 4–5x more likely to be hired than active applicants, and the process is nearly 3x more efficient than job-posting-based recruiting. 7 of 10 of our placements come from candidates we went out and found. The other 3? They came to us because they know we work on quality roles with companies worth joining. If your hiring strategy relies primarily on who applies, you are competing for a fraction of the available talent. There is a better way and we would love to help you. Reach out to us here or at info@80twenty.com. #80twenty #GTMrecruiting #passivecandidates #talentacquisition #salesrecruiting #growthrecruiting #marketingrecruiting #techrecruiting

We are so happy to become active members of the American Staffing Association! #gtmstaffing #recruiting #marketingrecruiting #creativerecruiting #salesrecruiting #growthrecruiting #staffing

A bad GTM hire does not just cost a salary. It costs money and time for the entire business. An unfilled or mis-hired AE role costs an average of $200K in lost revenue over two months. That is before you factor in the time your team spent interviewing, the ramp time you will never get back, and the signal it sends to the rest of your go-to-market motion. The problem is rarely a shortage of candidates. It is a shortage of the right ones. The people who will actually move the needle: your next Head of Growth, your top-performing AE, your demand marketer who can build and execute. They are not applying to your job post. They are already performing well somewhere else, and they require a recruiter with the relationships and judgment to reach them. That is the work we do. 7 of 10 of our placements come from passive candidates we went out and found. Our candidates get interviews at a rate 10 points above industry average. We send people we are confident will fit because we spent the time to understand what fit actually means for your business. A GTM search done right the first time is not a cost. It is a competitive advantage. We would love to help you win. Contact us here or at info@80twenty.com. #80twenty #GTMrecruiting #salesrecruiting #growthhiring #hiringmanager #B2Btech #paretotalent #marketingrecruiting #techhiring

Where great GTM talent lives and how to reach them across every major market. We place across San Francisco, Los Angeles, New York, Chicago, and nationwide. Each market has its own talent dynamics, compensation expectations, and competitive landscape. What a strong Account Executive looks like in SaaS-heavy SF does not translate the same way to a consumer brand building its growth team in New York. That nuance matters. Especially when the role you are filling is a revenue driver and the wrong hire sets you back a quarter. We have spent nearly 15 years building relationships across these markets. Not just pipelines of active candidates, but networks of high-performing GTM professionals who trust us enough to have a conversation when the right opportunity comes along. That is what makes the difference between a search that stalls at week six and one that closes with a candidate your team is celebrating a year later. If you are thinking about where to make your next hire and who in that market can actually move the needle, we would love to partner with you. Reach out to us here or at info@80twenty.com. #80twenty #GTMrecruiting #hiring #SFjobs #NYCjobs #LAjobs #Chicagojobs #salestalent #growthtalent

20% of people drive 80% of the results. Our entire model is built around finding that 20% for you. We are a GTM recruiting firm. That means we specialize in placing the Sales, Marketing, Account Management, Growth, and Creative talent that drives revenue for growing companies. Not every role. Not every industry. The companies we work with are growth-stage B2B tech and services companies, FinTech, consumer brands, and marketing and creative agencies. That focus is intentional. It is what allows us to move faster, submit better candidates, and deliver outcomes a generalist firm cannot. A few numbers that reflect how we operate: 600+ companies served since 2011 Thousands of candidates in our talent network NPS of 78, across both clients and candidates 3.6% backfill rate over five years We aren’t volume recruiters. We focus on quality and fit. If you are building or adding to a GTM team and want to talk about what great talent could look like for your business, reach out to us here or email us at info@80twenty.com #80twenty #GTMrecruiting #salesrecruiting #marketingrecruiting #growthhiring #B2Btech #consumerbrands #fintechrecruiting

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