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Podcast

What Does Product-Led Growth (PLG) Mean for Sales Hiring?

April 7, 2023 | 31:41

Season 2, Episode 8

Product-led Growth, or “PLG,” has become a common buzzword in B2B tech, referring to a means of using a product to acquire and expand revenue. In a world that is increasingly prioritizing efficient growth, what are the implications of this movement for sales hiring and GTM investments in general?

In this podcast, Brendan Short, founder & CEO of Groundswell, shares with us:

  • A brief narrative of PLG history and concepts
  • How it’s impacting investments in sales hiring
  • What competencies in sellers tend to get higher prioritization in a PLG world

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Frequently Asked Questions

Hiring Companies

How do you charge for your services?

We offer multiple services, depending on the needs of our clients. Please reach out to us for more information, and see our GTM recruiting services page for more details.

Do you recruit outside of the US and Canada?
Our focus is currently North America, but we’ve also worked with tremendous people in APAC, LATAM, and EMEA. If you have needs in these regions (whether you are based in North America or elsewhere), we want to hear from you!
What roles do you recruit?
Our team superbly recruits for any roles within go-to-market (GTM) functions, including:

  • Customer Success: Standard, Senior, and Principal Customer Success Managers, Onboarding Specialists, Implementation Managers, Community, Customer Support, & Solutions Architects
  • Marketing: Growth & Demand Generation Marketing, ABM, Events, and Content / SEO Marketing
  • Sales: Sales Development, SMB, Commercial, Mid-Market, Enterprise, and Strategic Account Executives
  • Account Management
  • Revenue Operations and Enablement: Marketing, CS, and Sales Operations
  • Solutions Engineering and Post-Sales Solutions Architects
  • GTM Leadership: Front-line, second-line, VP, and SVP / C Level placements (CRO, CMO, COO)
I've worked with so many headhunters and recruiting firms. What makes you different?

Put simply, we aspire to be as proficient in articulating your business value prop as your internal employees. Exceptional talent does not want to speak with “head-hunters;” instead, they want to connect with educated ambassadors of your business and your brand about meaningful career opportunities.

We go deep on your business and into talent markets to foster connections that other recruiting firms tend to miss. And we work with our hiring clients to ensure excellence in their hiring process. Please reach out to us for more information!

Is SaaS experience important when hiring?

Hmm, what does this mean anyhow?! We recommend defining the skills and behaviors sought before running a search rather than using buzzwords or phrases from other people’s job descriptions. We help employees go beyond acronyms to ensure they develop robust job descriptions that tie to specific candidate profiles for targeting in the market. Need help? Let us know!

Job Seekers

I don’t see any roles for me. What Should I do?

Blueprint runs a monthly Transferable Skills Workshop to help early talent and career switchers find opportunity in the market and prepare to interview. It’s currently offered at no cost. Interested? Please reach out to us.

How do I negotiate fair compensation ?

The Blueprint team always shares compensation range information with candidates before initial screening calls. Beyond this, we encourage you to consult with review sites and other data sources to educate on the market for the roles you’ve held. Want to discuss? Reach out to us.

Is it still important to send 'Thank You' notes?

Interviewing should always be treated as a two-way street, and a candidate should never feel obligated to show gratitude and follow up first.

That said, if you believe a given opportunity aligns to your role and company interests, we recommend sending interviewers a follow-up email after every step in the process. This gives you a chance to recap your learnings & enthusiasms briefly and authentically. It also helps you stay top of mind with interviewing companies.

Check out the roundtable discussion our leadership team recently held on the topic of post-interview thank-you notes.

What are some additional basic tips for candidates?

Make sure you prep before every interview, particularly by reviewing the company website, recent new articles, and the LinkedIn profiles of relevant interviewers and company leaders.

Consider business casual attire - ask your recruiter for any additional guidance. Try to make sure that you are able to sit front and center facing your camera - test it with friends prior to running an interview. If you need to take a call by phone, it’s best to let your recruiter or the hiring manager know in advance, and offer them an option to reschedule if they prefer.

Lastly, prepare some questions in advance based on your research, but do everything you can to stay in the conversation. The more you can listen and be in the moment, the better you’ll execute and be able to vet the opportunity for yourself.

Have more questions? Contact us!

Why did you launch Blueprint?

Despite so much innovation in HR tech and recruiting, hiring remains broken. As former operators with decades of experience hiring GTM talent, we wanted to start our own business dedicated to helping B2B tech companies across a range of industries do a better job at attracting and sourcing tremendous (and diverse) talent.

How do you charge for your services?

We have multiple services packages, depending on the needs of our clients. Please reach out to us for more information, and see our sales recruitment services page for a breakdown of our packages.

Do you recruit outside of the US and Canada?
Our focus is currently North America, but we’ve also worked with tremendous people in APAC, LATAM, and EMEA. If you have needs in these regions (whether you are based in North America or elsewhere), we want to hear from you!
What roles do you recruit?
Our team superbly recruits for any roles within go-to-market (GTM) functions, including:

  • Customer Success: Standard, Senior, and Principal Customer Success Managers, Onboarding Specialists, Implementation Managers, Community, Customer Support, & Solutions Architects
  • Marketing: Growth & Demand Generation Marketing, ABM, Events, and Content / SEO Marketing
  • Sales: Sales Development, SMB, Commercial, Mid-Market, Enterprise, and Strategic Account Executives
  • Account Management
  • Revenue Operations and Enablement: Marketing, CS, and Sales Operations
  • Solutions Engineering and Post-Sales Solutions Architects
  • GTM Leadership: Front-line, second-line, VP, and SVP / C Level placements (CRO, CMO, COO)
I've worked with so many headhunters and recruiting firms. What makes you different?

Put simply, we aspire to be as proficient in articulating your business value prop as your internal employees. Exceptional talent does not want to speak with “head-hunters;” instead, they want to connect with educated ambassadors of your business and your brand about meaningful career opportunities.

We go deep on your business and into talent markets to foster connections that other recruiting firms tend to miss. And we work with our hiring clients to ensure excellence in their hiring process. Please reach out to us for more information!

Is SaaS experience important when hiring?

Hmm, what does this mean anyhow?! We recommend defining the skills and behaviors sought before running a search rather than using buzzwords or phrases from other people’s job descriptions. We help employees go beyond acronyms to ensure they develop robust job descriptions that tie to specific candidate profiles for targeting in the market. Need help? Let us know!