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Tech sales and GTM recruiters for the technical side of revenue.
TekRecruiter is a tech sales and go-to-market recruiting agency focused solely on technology and engineering roles at tech and SaaS companies. We recruit GTM and growth engineers, RevOps and marketing automation developers, sales engineers and technical account executives. We know how sales tooling, data and integrations fit together, so you hire people who make your sellers faster. Beyond skills and experience, we look for HEARTThe HEART standardHHigh agencyEExecutionAAccountabilityRResourcefulnessTTransparencyWhat we look for, beyond skills →.
Trusted by teams at
Go-to-Market Engineer
Engineers who automate how the company finds and wins customers.
Learn moreGrowth Engineer
Engineers who run experiments across the funnel.
Learn moreRevOps Developer / Architect
Developers and architects behind the revenue systems.
Learn moreMarketing Automation Developer / Architect
HubSpot, Marketo and Salesforce Marketing Cloud builders.
Learn moreSolutions / Sales Engineer
Technical sellers who run demos and proofs of concept.
Learn moreTechnical Account Executive
Account executives who can sell a technical product.
Learn moreWhat do tech sales recruiters do?
Tech sales recruiters fill the revenue roles at technology companies, from technical account executives and sales engineers to the RevOps and GTM engineers who build the pipeline behind them. The good ones understand the product being sold and the tools that run the funnel, so they can tell a seller who closes technical deals from one who only knows the pitch.
Match the revenue problem to the role.
Go-to-market titles blur together. Start from what is not working; each role page goes deeper. Pay is from roles we recruited on in 2026, detailed in the 2026 Tech Salary & Rate Guide.
| Hire them when | What they own | 2026 pay, our searches | |
|---|---|---|---|
| Go-to-Market Engineer | Pipeline generation is manual and does not scale. | Automated finding, enrichment, outreach and routing across the CRM, data providers and AI agents. | $130K–$220K base (30 searches) |
| Growth Engineer | Sign-ups do not turn into revenue. | Experiments, onboarding, pricing and paywall flows, and the analytics behind them. | $150K–$220K base, senior (10 searches) |
| RevOps Developer / Architect | Leadership does not trust the forecast or the CRM. | The CRM, lead-to-cash process, data model and integrations on Salesforce or HubSpot. | $160K–$220K base (10 searches) |
| Marketing Automation Developer / Architect | Campaigns, scoring and nurture need to be built or rebuilt. | Programs and integrations on HubSpot, Marketo and Salesforce Marketing Cloud. | Contract: $85/hr developer, $95/hr architect (bill rate) |
| Solutions / Sales Engineer | Technical buyers stall your deals. | Discovery, demos and proofs of concept. | ~$150K mid, ~$175K senior base plus commission; nearshore $50–$60/hr |
| Technical Account Executive | You need quota carried for complex software. | The deal, from first meeting to close, with the buyer’s technical team. | $120K–$180K base; ~$150K–$300K OTE, South Florida |
Every go-to-market hire we present meets the HEART standard.
Revenue roles reward people who own the number. HEART is how we find them: people who take ownership, execute and communicate clearly with sellers, buyers and engineers.
- High agencyPeople who see what needs to be done and act without waiting to be told.
- ExecutionPeople who turn ideas into results.
- AccountabilityPeople who own the outcome, not just their piece of the work.
- ResourcefulnessPeople who figure things out when the answer isn’t obvious.
- TransparencyPeople who communicate clearly, honestly, and early.
Customer stories.
The hiring team needed someone who could build a Java automation framework from scratch, and we had worked the search for six straight months with at least 12 or 13 vendors. TekRecruiter sent one candidate, and he got the job.
After eMed’s senior IAM role had been open for more than three months, TekRecruiter found the right candidate in less than a week.
TekRecruiter filled more than 12 software engineering roles at eMed.
In less than three days, TekRecruiter found Carewell the perfect senior software engineer with strong TypeScript and Playwright skills.
Qualio hired two senior DevOps engineers for its cloud engineering team from the candidates TekRecruiter presented.
SM2 Dev hired a senior software engineer after TekRecruiter shared three to four candidates within a week, as committed.
The few times I’ve hired over the last five years, I’ve always been vendor neutral, and TekRecruiter has been the staffing partner that filled every one of those open engineering roles.
Their ability to quickly supply highly skilled software and DevOps engineers who blend in well with our existing teams continues to amaze me. They are highly technical at the account management level and transparently propose different solutions, whether staff augmentation or nearshore outsourcing.
Go-to-market hiring questions, answered.
What go-to-market roles does TekRecruiter recruit?
Go-to-market engineers, growth engineers, RevOps developers and architects, marketing automation developers and architects, solutions and sales engineers, and technical account executives. We focus on the technical side of go-to-market: the people who build the revenue systems and the people who sell complex software.
What is the difference between a GTM engineer, a growth engineer and RevOps?
A GTM engineer builds the tooling, data flows and integrations that make sellers and marketers effective, and decides what to build versus buy. A growth engineer works inside the product, shipping experiments that turn sign-ups into activated, paying customers. A RevOps developer builds and maintains the revenue systems of record, such as Salesforce or HubSpot, that the whole team runs on.
What do go-to-market engineers earn in 2026?
Across 30 go-to-market engineer searches we worked in 2026, base salaries ran from about $130,000 for junior roles to $220,000 for senior roles, with San Francisco and New York at the top. Growth engineers ranged $150,000–$220,000 and RevOps developers and architects $160,000–$220,000. See the 2026 Tech Salary & Rate Guide.
How do you screen go-to-market candidates?
We screen on outcomes. Builders walk us through the pipeline, systems or experiments they built and what changed in the numbers. Sellers walk us through deals they closed: the buyer, the technical objections and how they won. Because our founder is a software engineer, technical claims get checked, not taken on trust.
Should we hire go-to-market talent on contract or full time?
Marketing automation work is usually contract: every such role we worked in 2026 was contract or contract-to-hire, at $85 an hour for developers and $95 for architects. GTM engineers, growth engineers, RevOps and sellers are usually direct hires, which carry a 90-day guarantee. Compare the models.
Do sales engineers and account executives get commission?
Yes. Technical account executives are paid on base plus commission, quoted as on-target earnings (OTE), and more solutions and sales engineer packages now pay commission and bonus tied to outcomes. We benchmark and negotiate the full package.
What is the HEART standard?
HEART is the standard we screen every candidate against, beyond skills: high agency, execution, accountability, resourcefulness and transparency. It describes people who take ownership, turn ideas into results and move the business forward. See the standard.
Let's build your revenue team.
Tell us the motion and where it stalls. You'll talk with our founder, Ron Smith.
