How to Get Hired Before the Role Is Posted

Hello and welcome to The GTM Newsletter by GTMnow – read by 50,000+ to scale their companies and careers. GTMnow shares insight around the go-to-market strategies responsible for explosive company growth. GTMnow highlights the strategies, along with the stories from the top 1% of GTM executives, VCs, and founders behind these strategies and companies.

80% of exec-level jobs never hit job boards.

We see and feel this all the time on the venture side.

• Founders email us directly asking who the best people are.
• People post in our Slack channel that they’re hiring but it’s not posted.

In today’s market:

• 80%+ of VP-level roles are never posted publicly.
• 98% of C-level roles happen through backchannel referrals.
• And the ones that do get posted? Often attract 2,000+ applicants, many with AI-polished resumes that all look the same.

It’s a crazy market. And in a world of layoffs, AI disruption, and hiring freezes, your next opportunity will increasingly come through backchannels, not applications.

Andy Mowat has been on both sides. As a multi-time operator (Upwork, Carta, Culture Amp) and the founder of Whispered, a talent platform helping operators land unposted roles, he’s mapped how GTM operators can successfully land their next job.

Here’s his step-by-step playbook.

1. Write a focus statement (clarity is key)

If you’re looking for a new role, start here.

Before anyone can help you, you need to help yourself.

Most outreach fails because it’s vague:

“Hey, I’m looking for interesting GTM roles. Keep me in mind!”

You’re easy to ignore when you’re impossible to remember.

Instead, write a Focus Statement – a short, specific summary that makes it incredibly easy for someone to help you.

What to include:

• Role(s) you’re targeting.
• Stage and segment you’re best suited for.
• Business models or motions you excel in (e.g. PLG, enterprise SaaS, marketplaces).
• Geo preferences (remote, NYC, West Coast, etc.).
• A shortlist of 5–10 companies you’re actively excited about.

Here’s a template you can use:

Here are guides to help you make it your own:

• Role: Get clarity on your focus on company and role. Get as specific as you can
• Stage: Get clear on what stage to focus on
• Sales Model (optional): Personalize or add a different line relevant to your function
• Sectors:See our thinking on sectors but have fun with this
• Target Companies: A target list is a powerful accelerant in your search. You can use our Company Database to spot breakout companies (and avoid toxic ones)
• Dream Role: Describe your dream next role (level, function and company). This should be a role that you believe you qualify for if you stretch. Maybe Whispered can even help you land your dream role!

2. Target companies, not openings

Your dream job probably isn’t on LinkedIn. But the company behind it is.

Start by building a list of 20–30 companies where you could thrive.

By studying how successful people make decisions, we get closer to understanding the secrets behind their success – more on the how leaders pick winners here.

Once you’ve built your list, share it. Send it to your network, your mentors, your VC contacts. People are much more likely to help when they know what to help with.

3. Refresh your LinkedIn to tell a singular story

Most recruiters spend less than 20 seconds on a profile. So make sure yours passes the skim test.

Your LinkedIn should clearly answer:

• Who are you?
• What do you specialize in?
• Why should I talk to you?

Trim the fluff. Focus on signal. Emphasize outcomes. Make your profile less like a resume and more like your pitch.

4. Engage venture networks (the right way)

VC talent teams can be a cheat code (and of course, we’re a little bias).

Here’s how to make the most of the relationship:

• Do your homework: Know which companies in their portfolio you want to join.
• Be specific: Bring your focus statement and target list.
• Make it easy to reference: Bite-sized intros, clear experience, crisp LinkedIn.
• Stay top of mind: Engage with their content, send thoughtful notes.

For more, read How to Work with a VC Talent Team – a tactical guide to getting real value from these relationships.

5. Beware the fractional trap

Fractional roles can be appealing, but they’re not always strategic.

Some operators jump into fractional because it’s flexible. Others, because they can’t find a full-time role.

The risk? You split your energy. You slow your compounding. And you send the wrong signal to recruiters.

Treat fractional like a product: be intentional, differentiated, and focused.

Not sure if fractional fits you? The Pros and Cons of Fractional outlines the tradeoffs and when it works.

6. Narrow your search and say no early.

The biggest mistake Andy sees? Saying yes to everything.

“People stay in bad processes just because it feels good to be wanted.”

Stop chasing roles you don’t want. Be ruthless in disqualifying opportunities. Quality> quantity.

Try to:

• Be clear on what you want.
• Only pursue aligned roles.
• Politely exit when it’s not a match.

This protects your energy, your narrative, and your momentum.

The hiring landscape is shifting. Your next job won’t come from a job board. It’ll come from doing the work and putting yourself in the rooms where the “whispers” happen.

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Grab this report and learn how to give them the evidence they need.

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If you’re looking to scale your sales and marketing teams with top talent, we couldn’t recommend our partner Pursuit more. We work closely together to be able to provide the top go-to-market talent for companies on a non-retainer basis.

🗓️ GTM industry events

Upcoming go-to-market events you won’t want to miss:

• Pavilion GTM Summit: September 23-25, 2025 (Washington, DC)

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This newsletter was written and edited by Sophie Buonassisi, Max Altschuler, Paul Irving and the GTMnow team (not AI!).