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Founding GTM Leader at Valutare
Build the revenue org that displaces the incumbents in performance management.
Valutare is hiring its first GTM leader. This is a player-coach seat — you will personally close the first wave of deals, and you will build the revenue org behind those proof points. The title can be CRO, VP of Sales, or Head of Revenue depending on the right candidate; what matters is the shape of the work, not the line on the org chart.
The motion is displacement, not category creation.
Mid-market HR leaders who chose Lattice or 15Five or Culture Amp two or three years ago are now asking whether the tool that was right then is still right for the AI era. The reviews are a slog, the managers don’t trust the calibration, and the CHRO is tired of defending a tool that hasn’t kept up. Your job is to help them build the internal case for what comes next — and to close the replacement. We’re complementary to HRIS, so Workday, Rippling, and BambooHR are partners in the conversation, not obstacles.
What you’ll own
In the first two quarters:
- Personally closing the first lighthouse customers from a base of roughly fifteen active mid-market HR conversations already in motion.
- Working alongside both founders to sharpen positioning, qualification, pricing, and the sales narrative against each incumbent.
- Documenting the motion as you find it, so the second and third hires can be made on a real foundation rather than a hopeful one.
In the second half of the first year:
- hiring the first one or two AEs, standing up the basic revenue infrastructure (CRM hygiene, forecasting cadence, deal review), and partnering with the founders on the Series A narrative — which will rest on the proof points you put on the board.
Beyond that:
- Building the org. Sales, eventually SDR, eventually the partnership with marketing and CS as those functions come online. The shape of the team a year out is yours to design, with the founders, against the motion you’ve validated.
What’s real today
A live product with design partners onboarding. Roughly fifteen active conversations with mid-market HR leaders at or near the decision point on replacing their current PM tool. Battle cards for the incumbents you’ll actually run into: Lattice, 15Five, Culture Amp, Leapsome, Pando, and Quantum Workplace. Research briefs and buyer’s guides built for consultative selling. Two co-founders — PhDs across behavioral science, AI architecture, and security and compliance — who will be active alongside you in the first quarter and on call for late-stage executive conversations after that.
What we’re still building
No closed paid deals yet — the first commercial closes are the work this seat will own. No marketing-sourced pipeline at scale. No revenue team to inherit; you’ll be building it. We’d rather be upfront about all of this than have it come up later, and we think the right candidate will see this list as the opportunity it is.
Compensation
Base salary in the range typical for a founding GTM leader at this stage, with the exact number a function of the equity and commission package the right candidate wants. We’ll show you the full structure in the second conversation, including the published equity formula. Standard four-year vest with a one-year cliff. Uncapped commission with accelerators. Trailing commission on every deal you originate, paid for years two through five whether you’re still in the seat or not — because the deals you close at the founding stage keep paying the company for years, and they should keep paying you.
The ceiling on this seat is the ceiling on what the company becomes.
Founders alongside you
Both co-founders are active in the first quarter — on your calls when you want them there, on the technical and exec-level closes, and in the room when you’re sharpening pricing or positioning. After the first quarter, both remain available at your discretion for late-stage exec conversations and technical due diligence. This is a partnership, not a hand-off.
Who fits
- You’ve sold performance management, HR tech, or talent software to mid-market HR leaders — companies in the 500-to-1,500-person range — and you’ve personally closed deals in the last 18 months.
- You’ve either been the first or second sales hire at a company before, or you’ve been a senior IC at a Series A or B who has been close enough to GTM leadership to know what you’d do differently.
- You’ve watched a CRO get hired above you, or you’ve been hired into one of those seats yourself, and you have a clear point of view on what the founding GTM leader at a pre-revenue HR tech company should actually do in the first ninety days.
- You’re comfortable in both buyer rooms in our ICP — at the smaller end, a Head of People reporting directly to the CEO; at the larger end, a CHRO with a team and a procurement process.
- You source pipeline, you sell consultatively, and you’re at a stage in your career where you want the seat where the upside is real because the work is real.
A built-in moment to take stock together
Founding seats work best when both sides have a clear moment to evaluate the partnership honestly. We’ve built a ninety-day mutual check-in into the agreement — a structured conversation about what’s working, what isn’t, and what the next chapter looks like. It’s not probationary. It’s a signal that we take the partnership seriously enough to make space for the conversation.
If you want to talk
Send an email to careers@valutare.ai with one performance management or HR tech deal you closed in the last 18 months — the buyer, the ACV, and the cycle length — and a paragraph on what you’d do in the first ninety days in this seat. We’ll come to the conversation with the same level of specificity about what we’re building, where we are, and how we see your role in it.
