In-House Talent Resource Allocation and GTM Strategies

If you’re a talent leader in a company heading into a high-growth phase and need a talent strategy, this article is for you. 

We understand that you have to fill a variety of business roles at speed, using the resources you have while quickly identifying where you need extra hands to cover a particular role.

It can seem like a daunting task, but with the right framework in place, this process can become repeatable and scalable.

First, we’ll break down how best to allocate your existing hiring resources according to role difficulty and business impact that we’ve mapped out on a Role Matrix. 

Then, we’ll present the most effective GTM strategies for roles that are traditionally more challenging to fill, as well as those that are less so.

This framework is designed to help you make more informed strategic and operational decisions at speed, enabling you to allocate resources based on sound data and strategy.

 

 

Talent team GTM Strategy

 

We’ve mapped a couple of example roles onto a Role Matrix grid, presented below.

This graph maps out the roles according to scarcity, business impact, and demand (high or low.) 

These are the roles we’ve mapped out:

  • Software Engineers 
  • Heads of or C-Suite 
  • Customer support personnel
  • Business Development Representatives

(Adapted from Trost, 2019) 

Candidate scarcity means that there are very few candidates in the market who are actively looking for new opportunities or thinking about making their next career move.

  • Low scarcity / high availability roles + medium business impact + high demand = job boards ads – an approach that leverages your employer brand that is less time/resource-intensive.
  • High scarcity / low availability roles + high business impact = a challenge that will require leveraging talent communities, having an on-point EVP, and headhunting capabilities.

In this example, Software Engineers have a high business impact, are in high demand, and are more challenging to hire for (high up on the scarcity line).

Business Development Reps are typically a bit easier to come by (low on the scarcity line), but are still in high demand and have a high impact on business. 

Customer Support personnel are not scarce and have a much lower demand when compared to Engineers. They’re also lower down on the business impact line.

There is a multitude of ways to recruit for any given role, but we find this simple breakdown and acquisition helps to clarify how to do so.

Before you send any Inmail or do any outreach, decide what your GTM strategy is going to be for each given role.

Certain roles will require less effort than others, which should inform your route to market. After all, there is little point in wasting in-mails with roles that typically have a high number of inbound applications.

 

Talent Team GTM Framework

 

Below is a specific GTM framework and the resources you will need to fill the roles above. 

The columns to take particular note of are the Strategy column, as well as the Hires per FTE (Full Time Equivalent) per year. 

In this case, an FTE is able to hire around 30 BDRs a year.

Likewise, an FTE is able to make around 20 Software Engineering hires in a year. Note that we’ve specified that for this role, the strategy will be high-touch, with personal sourcing listed as the most important strat, followed by delving into the talent community and involving the Hiring Manager a lot more so than say, a role in Customer Support.

Conversely, an FTE is able to hire around 50 Customer Support personnel – and because the role isn’t as challenging to hire for, would use less time/resource intensive strategies like job ads, employer branding and internal referrals.A Framework for Talent Strategy

With this framework in mind, and your roles mapped out, capacity modelling and GTM become a scalable and repeatable formula, rather than a daunting task based on urgency and guesswork that might otherwise waste valuable time and resources.

Now that you’ve got your talent strategy covered, look at the 5 types of recruiters and who you might need on your team to make hiring a seamless and efficient process.