Asana defines a go-to-market strategy as “a step-by-step action plan that outlines how a business will be successful when launching a new product or expanding into a new market”.
You face the same challenge when hiring for a startup, scale-up, or SME. With your employer brand still building recognition in the market, you need to quickly and efficiently identify the best way to attract and keep the talent that will drive your business forward.
That’s where Talent Go-To-Market comes in — a practical, step-by-step framework built on rapid iteration, learning, and real-world results. Whether you’re hiring one person or scaling up a full team, Talent GTM adapts to your needs and helps you make every hire count.
You could build a high-performing, structured hiring approach yourself using this framework, but if time’s tight, Cohort makes Talent GTM simple and affordable for startups and scale-ups.
Book a quick call with Matt to see how it could work for your business.
The traditional job description is great for big businesses who know exactly what this person will be doing, but that just isn’t the case in startups and scale-ups.
Defining the role isn’t about a list of responsibilities. Instead, focus on clearly mapping how this person will directly contribute to achieving your business objectives.
This is the first section of the Hiring Blueprint, the template for a truly aligned hiring process.
Just like you define your product ICP as part of your GTM, successful hiring comes from understanding your Ideal Employee Profile (’IEP’).