How to Land A SaaS GtM Role in 2025

For roughly the last four years, we have been in a bear market, putting SaaS startups under increasing pressure to cut costs and still show ROI. Many were reluctant to hire, and when they did take the plunge, were incredibly thorough with their interview processes. 




Fast-forward to 2025. We have once again returned to a candidate-driven market, giving go-to-market reps an increased position of power. With an increase in demand, you, as A* talent, can have the pick of the litter when it comes to evaluating new opportunities.

According to recent market analysis, the SaaS market is expected to reach $375.91 billion by 2025 – nearly $60 billion more than the value of 2024s market. This growth has directly translated into increased hiring demand, particularly in go-to-market roles. Leading charge in this demand is the United States, after the US tech job market was one of the first to start showing strong signs of recovery.

So, what does this all mean for you, as a SaaS GtM candidate, looking for a new high-growth opportunity in 2025?
 

A More Streamlined Interview Process

Time kills all deals, and that is equally true of hiring top-tier talent. Interview processes are now more efficient, typically condensed into just three key stages, and designed to move quickly (often within two weeks): 
 

• An introductory call.
   
• A deep-dive interview with a senior stakeholder.
   
• A 1-hour+ demo/presentation.

Feedback is usually provided within 48 hours of each stage, with decisions made swiftly to avoid losing candidates to competing opportunities. 

However, this length of process isn’t set in stone, and can easily be extended if required by either party. As a candidate, it’s essential that you are ready to accommodate follow-up interviews should you be asked. 

Additionally, ensure you thoroughly evaluate the opportunity at each stage. Constantly assess key aspects of the start-up such as their leadership team, VC backing/runway, product market fit, and even the performance of the sales team. At each stage, ask yourself: does this align with your long-term career goals? Taking this approach will not only clarify your priorities but also position you to confidently accept an offer when you receive one. 

Flexible Negotiation
 

Expect hiring managers to be more flexible during the negotiation stage. They will be eager to produce competitive offers that align with your expectations to ensure they close you. This isn’t just traditional elements such as adjusting base salary, commission structures, equity, etc, but also professional development opportunities.

Recent trends indicate that vendors are increasingly emphasizing specialized skills and offering competitive packages to secure top talent – they have even adjusted their upskilling budgets by 15-20% to accommodate this.
 

So as a candidate, it’s essential that you:
 

• Are prepared to articulate your priorities clearly (e.g. salary, equity, benefits, progression).
   
• Understand your market value by researching compensation trends for similar roles in SaaS startups.
   
• Respond promptly to requests for additional discussions or clarifications to keep the process moving.

Handling Multiple Offers

With considerably higher demand for A* reps, you are essentially spoilt for choice when it comes to considering your next SaaS move. As a result, you will likely be evaluating multiple opportunities or juggling multiple offers at once.

With the need for high calibre talent at an all-time high, how do you manage such demand? The answer lies in knowing how to evaluate each opportunity objectively, and having clear scorecards to assist with this. How well does each opportunity align with your long-term career goals?

To create your scorecard, look at aspects like: 
 

• The leadership – need they be MEDDIC playbook leaders? Previously scaled to exit other startups before? 
   
• The VCs – Do they have a successful track record with their portfolio of companies? 
   
• Team performance – How well are the team doing? Is everyone hitting their quota/on track to? 
   
• Progression – Is there clear scope for progression, and is development a clear priority for leaders?
   
• Company growth – Does each opportunity have clear data to back up their growth, such as ARR, financial runway etc?

Remember that while you may have multiple options, each opportunity should be evaluated based on both immediate benefits and long-term growth potential.

Ultimately, the market shift means GtM candidates are once again calling the shots in the hiring market. The increase in demand and lack of talent available has provided reps with much greater leverage.

But with this increased demand comes the need for candidates to adapt. Being able to properly evaluate opportunities, articulate your value, and make time for interview stages will help you navigate the current market confidently, and secure a role that aligns with your long-term ambitions.
 

Want to work with the best SaaS leaders and technologies? Uncover hidden opportunities with the industry’s most disruptive, high-growth pre-IPO vendors who are looking to scale their GtM functions with high-calibre talent. Get in touch with us!