Thank you for reading this post, don't forget to subscribe!
The mis-hire at CRO or CMO costs your portfolio company 18 months and $600K-$1.5M. We prevent it.
For 30 years, The Rosenstein Group has placed GTM leadership at the companies that define the MarTech and eCommerce ecosystem. Demandware. Bloomreach. Elastic Path. Narvar. Pivotree. We placed 14 sales leaders at Demandware alone – placements that represented 27% of market cap at the Salesforce acquisition.
That is not a recruiting track record. That is a portfolio value creation track record.
Who we work with
VC and PE partners managing 5-15 portfolio companies in enterprise SaaS, MarTech, commerce, or AI-native sectors. You have portfolio companies simultaneously hiring or considering hiring GTM leaders – CRO, CMO, VP Sales. You have used Spencer Stuart or Korn Ferry and found quality inconsistent and domain depth disappointing. You know the mis-hire at this level is not a setback. It is a portfolio risk event.
The five situations that bring investors to us
- A portfolio company has been trying to fill a CRO role for six months without success. Two agencies have presented candidates. None have been right. The company is burning $35K/month on a contractor while the board asks questions.
- A GTM leader has just left and the company is losing momentum at the worst possible time.
- A portfolio company is approaching a Series B raise and the board is requiring a proven CRO before the round closes.
- You used a large search firm for the last two searches. The consultants were generalists. They charged 27% of first-year compensation and the hires were average.
- You know the company has a strong product and good culture – but they are losing candidates at the offer stage because their employment value proposition is not differentiated enough.
What makes TRG different
We are vertical. Thirty years in MarTech and eCommerce means we know the best GTM operators in this ecosystem personally – and they know us. The candidates who move revenue at your growth stage are not responding to one InMail from an internal recruiter. They respond to us.
We are fast. 44-day average close for individual contributors. 63-day average close for executives. Four vetted candidates in two weeks.
We are retained. We work on a small number of searches at a time. When we take your search, it gets our full attention.
Our results hold. 87% two-year retention rate. 85% repeat client rate. 25% of our placements are promoted within two years.
We are the only executive recruiter admitted to the MACH Alliance.
The GTM Leadership Readiness Assessment
Before your portfolio company makes its next GTM leadership hire, we recommend starting here. A 30-day assessment that maps how the company is perceived by the talent it is trying to attract, how its three nearest competitors are positioned in the talent market, and what needs to change before the search begins to increase shortlist acceptance rates.
Seed to Series A: $7,500. Series B to pre-IPO: $10,000-$15,000. Portfolio program for three or more companies: custom pricing.
60-70% of companies that complete the assessment convert to a retained search mandate within six months.
Let’s talk
I will ask you three questions. They will be the most useful three questions anyone has asked you about GTM talent this year.
