Solutions Architects. Presales. TAMs. The roles where presence, communication, and customer fluency matter as much as technical depth. And where most companies get it wrong.
Critical hires require someone who has lived inside software companies. Not just recruited for them.
I'm Tom, founder of Hireably, and I've placed first-in-region technical GTM hires that most recruiters won't touch across Europe and the US:
I've hired across geographies, languages, and cultures and I know where these processes break. Now I'm focused on helping US SaaS companies nail the technical GTM hires that shape how customers see their product.
I've sat on both sides: hiring manager and recruiter. I've run teams, built functions, and made the mistakes that taught me how fragile these hires are.
This isn't about shifting CVs. It's about clarity, alignment, and landing people who elevate how the world sees your product.
Ready to discuss your next critical hire?
Book a 30-minute clarity callHiring technical GTM talent: Solutions Architects, Presales, TAMs. These hires carry your product into the world. They sit in front of customers. They represent your company before anyone else does.
Most companies fail these hires for three avoidable reasons:
All of this is fixable. But only with someone who understands the inner workings of SaaS teams and the psychology of technical GTM talent.
Hireably works with US SaaS companies hiring:
If the hire is critical and you cannot afford to get it wrong, Hireably is for you.
We meet your stakeholders, surface where expectations diverge, and define what success actually looks like. This alone saves weeks.
Technical skills matter. Presence, curiosity, and communication style determine whether someone thrives in front of customers. Most searches break here. This is where Hireably excels.
Every touchpoint: outreach, communication, candidate experience. This is an extension of your brand. Your recruiter is your first marketing action. We treat it that way.
No long-term commitment until you've experienced how we work.
Start with a single high-stakes hire, retained search agreement, or a flexible monthly partnership. Once you've seen the difference, we can build a deeper relationship.
This gives you:
I've sat across from candidates who looked perfect on paper and bombed in person. I've also seen the opposite; people who didn't fit the "ideal profile" but became one of the best hires the company ever made.
This work matters to me because I've lived the pain of bad hires and the relief of good ones. I know how high the stakes are because I've sat in the roles that depend on these hires.
We'll discuss your hiring goals, surface misalignments, and outline exactly how Hireably would approach your search. No obligation.
Book a 30-minute clarity callOr reach out directly: tom@hireably.io · LinkedIn