A long-term partner for building go-to-market teams
Advisory first. Execution when it matters.
Building a strong go-to-market function isn’t a single hiring event. It’s an ongoing process shaped by growth stages, market conditions, and changing priorities.
CompassPoint Consulting partners with leadership teams over time — advising on structure, timing, and role definition as the business evolves. This perspective is grounded not only in recruiting expertise but in firsthand experience building and scaling teams from the inside.
Built by operators. Trusted by leadership teams.
Because we’ve sat on the client side of the table, we understand the real trade-offs leaders face: when to hire, when to wait, how roles evolve, and how hiring decisions ripple through the business. When it’s time to act, execution is focused, aligned, and decisive.
This partnership model allows teams to plan deliberately, scale support as needed, and move quickly when momentum matters — without losing context or trust.
“CompassPoint didn’t feel like an external recruiter — they thought like part of our leadership team. They challenged assumptions, helped us clarify what we actually needed, and designed a hiring approach that matched our stage, not someone else’s playbook.”
— VP People, B2B SaaS company
Here’s how that partnership works in practice.
What this partnership actually involves
Building strong teams requires more than filling roles. It requires understanding how your business operates, how decisions are made, and what success actually looks like once someone is in the seat.
Deep alignment with leadership and the business
We start by spending time with hiring leaders and key stakeholders to understand how the function operates today, where it’s headed, and what success in the role truly looks like — beyond the job title.
Why it matters:
Candidates are evaluated against reality, not assumptions.
Role definition rooted in outcomes
We help define roles based on outcomes, priorities, and decision authority — not recycled job descriptions. This includes clarifying scope, expectations, and how the role will evolve as the business scales.
Why it matters:
You hire for impact, not just experience.
Culture and team dynamics assessment
We take the time to understand team dynamics, leadership style, and cultural norms by engaging with existing team members — not just leadership — so alignment is tested early, not discovered late.
Why it matters:
Fewer mis-hires and stronger long-term retention.
Interview and evaluation design
We help design interview processes that match the role and the organization — from panel structure to sequencing, scorecards, and decision criteria — so interviews are consistent, focused, and fair.
Why it matters:
Better signal, faster decisions, less internal friction.
Candidate positioning and preparation
Roles are presented honestly and thoughtfully to candidates, reflecting the business, expectations, and challenges — not just the upside. Candidates enter interviews prepared for how your team actually operates.
Why it matters:
Higher-quality conversations and stronger close rates.
Execution with continuity
Once aligned, we execute with precision — whether that’s supporting steady hiring over time, a focused search, or embedding more deeply when needed — without losing context as priorities shift.
Why it matters:
You don’t have to re-explain your business every time hiring ramps up or slows down.
This level of involvement is intentional. It’s what allows us to act as a true extension of your team — not an external vendor.
What we need from you to make this work
Strong outcomes come from shared accountability. To operate as a true extension of your team — and to deliver consistent, high-quality results — we align on a few expectations from the start.
Clarity on priorities and non-negotiables
We need a clear understanding of what truly matters in the role — including must-haves, trade-offs, and where flexibility exists.
Why it matters:
It allows us to advise honestly and position the role accurately from day one.
Real hiring intent
We work best with teams who are prepared to hire when the right candidate emerges — not “explore the market” indefinitely.
Why it matters:
It protects candidate trust and keeps momentum strong.
Engaged decision-makers
We ask that the people responsible for the final decision are involved early and available throughout the process.
Why it matters:
It prevents late-stage misalignment and speeds up decision-making.
Openness to guidance
Our role includes advising on role scope, process design, and candidate evaluation — not just executing instructions.
Why it matters:
This is how experience turns into better outcomes.
Timely feedback
Clear, timely feedback after interviews helps us course-correct quickly and keep strong candidates engaged.
Why it matters:
Silence creates friction — clarity creates progress.
When these expectations are met on both sides, the partnership works the way it’s intended — predictably, thoughtfully, and with momentum.
How the Process Works
Our process is designed to create alignment early, reduce wasted motion, and allow teams to move decisively when it’s time to hire.
Alignment & discovery
1
Outcome:
Clear role definition and shared expectations before anything goes to market.
We begin with focused conversations with leadership and key stakeholders to understand business goals, team structure, and what success in the role actually looks like — today and over time.
This includes:
Clarifying priorities and non-negotiables
Understanding team dynamics and leadership style
Identifying where flexibility exists — and where it doesn’t
Designing the role and the process
Before sourcing begins, we work with you to define:
Role scope, outcomes, and success metrics
Interview structure (panel vs. sequential, decision ownership, scorecards)
Evaluation criteria aligned to how your team actually makes decisions
Focused execution with context
We engage candidates thoughtfully and selectively, positioning the role honestly — including challenges, expectations, and growth trajectory. Every candidate enters the process with real context.
Structured interviews and continuous feedback
We manage interview flow, candidate preparation, and communication while gathering feedback in real time. If priorities shift or new information emerges, we adjust course together.
Clear decisions and confident closes
When an offer is on the table, we support alignment across stakeholders, advise on trade-offs, and help navigate final negotiations — so decisions are made deliberately, not emotionally.
Support that doesn’t disappear
Whether hiring pauses, ramps up, or shifts into embedded or fractional support, we retain context and stay aligned — without restarting the relationship each time.
“We didn’t need a full-time recruiter right away — and CompassPoint didn’t push us toward one. They helped us structure part-time support while we clarified priorities, then scaled involvement only when it made sense. It was a far more efficient way to build the team.”
— COO, growth-stage B2B company
Role definition & hiring design
2
Outcome:
A hiring process that reflects your business — not a generic template.
Targeted search & candidate engagement
3
4
5
Interview coordination & ongoing alignment
Decision support & offer execution
Outcome:
Stronger acceptance rates and long-term fit.
Outcome:
Momentum without misalignment.
Outcome:
Fewer candidates, higher signal, stronger conversations.
Continuity beyond the hire
6
Outcome:
Stability, predictability, and trust over time.