Square Parallel / GTM Recruiting

The Right GTM Hire Changes Everything.

Hands-on recruiting for enterprise sales, sales engineering, cloud, security, and GTM leadership roles. From finding candidates to helping you make the hire.

Four decades of enterprise technology leadership. More than 2,000 interviews. Hundreds of hiring decisions.

Let's Discuss Your Hiring Needs

01 / The Challenge

A Resume Can Tell You Where Someone Worked. Not Whether They Can Do the Job.

Hiring enterprise revenue talent is different. A candidate can have the right companies on their resume, know the terminology, and still struggle in front of a customer.

For an early-stage company, the stakes are even higher. You need people who can operate without a mature sales organization, established processes, or a recognizable brand behind them.

The goal isn't to fill an open position. It's to find someone who can succeed in your environment.

02 / What I Do

From the First Conversation to the Final Candidate.

I handle the recruiting work personally. From understanding what your business needs to finding and evaluating the people who can deliver it.

01

Define the Role

We establish what success looks like, the environment the person will enter, the capabilities they need, and the experience that actually matters.

02

Find the Candidates

I identify and engage candidates with relevant enterprise technology and customer-facing experience, rather than relying on job titles alone.

03

Interview & Evaluate

I conduct structured interviews to assess practical capability, judgment, communication, and fit for your specific operating environment.

04

Support the Hire

I present qualified candidates, share my findings, help compare finalists, and support the selection process through the hiring decision.

You work directly with me throughout the engagement. The person defining the role is the same person sourcing, interviewing, and evaluating your candidates.

03 / The Core Differentiator

Hiring is an Operational Decision. Not an Agency Activity.

The challenge isn't simply finding qualified candidates. It's knowing what the business needs now, what the role must become, and how to recognize the people who can succeed in that environment.

The Distinction

I don't just evaluate these roles—I've held them. I have personally built, coached, and scaled enterprise technical revenue organizations, and that firsthand experience shapes how I recognize the people who will build yours.

Because of that track record, I specialize in vetting and constructing the high-stakes profiles traditional agencies struggle to evaluate: Enterprise Account Executives (AEs), Sales Engineers (SEs), Solutions Architects, and technical GTM leaders.

04 / Who I Recruit

Specialized Talent. Not General Recruiting.

I recruit for the customer-facing roles that turn enterprise technology into revenue, adoption, and long-term customer relationships. These are the positions I've worked with throughout my career.

01

Enterprise Account Executives

Sales professionals who can navigate complex buying committees, conduct meaningful discovery, build executive relationships, and close enterprise technology deals.

02

Sales & Solutions Engineers

Technical sellers who connect product capabilities to business outcomes, lead discovery, deliver compelling demonstrations, and execute customer-focused proofs of concept.

03

Cloud & Security Specialists

Customer-facing cloud architects, security solutions architects, and technical specialists who can translate complex infrastructure and security solutions into practical customer value.

04

Sales & GTM Leaders

Leaders who can hire, coach, establish operating discipline, and build or scale enterprise revenue teams based on the company's stage of growth.

These aren't just job titles to me. I've hired, developed, and led these teams. I know what the work demands because I've been accountable for their performance.