GTM Digital - GTM agent skills by the GTM Digital team

Hiring0

Justin Blij

Founder @ GTM Digital

Panel debrief alignment

Use this skill after an interview round for a sales, marketing, customer success or other GTM hire, when the hiring manager has panel feedback and a read on the candidate and needs to decide what happens next. Pulls each interviewer's written feedback and the candidate's debrief, builds one alignment map across every interviewer and the candidate, ranks the concerns with the exact move to resolve each, rates interest on both sides independently, and ends with a 48-hour momentum plan and one Yes/No decision for a human. Handles one candidate or a whole round. Triggers on "debrief the panel", "interview debrief", "the panel is split", "hiring committee", "should we move them forward", "they were fine", "is this a slow no", "candidate feedback", "we can't agree on this hire", "final round debrief", "are they still keen".

Hiring0

Justin Blij

Founder @ GTM Digital

Sales hire offer close

Use this skill when a hiring manager is about to make an offer to a sales, marketing, customer success or other GTM hire and wants it accepted, resigned on and started without a fall-off. Pulls the candidate's stated motive and numbers, runs a close-ready gate, sizes the gap on total package, prices up to three offer structures on cost, signal and risk, writes word-for-word trial closes, rates counter-offer risk with a defence plan and resignation rehearsal, and schedules a dated notice-period plan from resignation day to start day. Ends with one Yes/No decision for a human. Handles one offer or several in flight. Triggers on "we're ready to offer", "what should we offer", "will this number land", "structure the offer", "they want more money", "counter-offer", "they're resigning today", "worried they'll get bought back", "notice period", "they accepted, now what", "offer stage".

Hiring0

Justin Blij

Founder @ GTM Digital

Sales hire scorecard

Use this skill before interviews start for a sales, customer success or other GTM hire, and again after each interview to score candidates against it. Writes the motion of the seat, builds a scorecard of six to eight motion-fit criteria, force-ranked and weighted by the team, each with an owned interview question and anchored 1 to 4 scoring, then scores candidates on evidence from what they actually did, not where they did it. Ends with a ranked summary and one Yes/No decision for a human. Handles one candidate or a whole shortlist. Triggers on "build a scorecard", "interview scorecard", "how do we assess AEs", "what should we look for in a sales hire", "rank these candidates", "the panel keeps disagreeing", "they came from a great company", "hiring rubric", "who should we shortlist".