Why SaaS Companies Are Taking Longer to Hire GTM Talent in 2026

The New Reality of GTM Hiring

Over the past 12–18 months, many SaaS and AI scale-ups have noticed a clear shift in the hiring market:

Hiring cycles for GTM roles are getting longer.

While candidate supply has increased slightly following wider tech market corrections, companies are taking more time to make decisions — particularly for roles in sales leadership, RevOps, and enterprise sales.

But slower hiring doesn’t necessarily mean a weaker market. In fact, many of the strongest companies are simply becoming more deliberate in how they hire GTM talent.

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1️⃣ Companies Are Prioritising “Proven Scale” Experience

Scale-ups are increasingly focused on candidates who have already experienced high-growth environments.

Hiring managers are asking:

• Have they sold in a £5m–£50m ARR environment?

• Have they scaled revenue with a growing GTM team?

• Do they understand structured pipeline generation?

This means candidates from very early startups or large enterprise environments sometimes face additional scrutiny.

The result: more thorough evaluation processes.

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2️⃣ GTM Roles Now Require Broader Skill Sets

The profile of strong GTM hires has evolved.

Today’s scale-up sales leaders and AEs are expected to contribute beyond just closing deals.

Companies are looking for individuals who can:

• Contribute to GTM strategy

• Provide market feedback to product teams

• Help refine messaging and positioning

• Support early-stage sales process development

That broader expectation often leads to additional interview stages or practical assessments.

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3️⃣ Founders Are More Involved in Hiring Decisions

Another reason hiring cycles are lengthening is founder involvement.

For strategic GTM roles, founders increasingly want direct input into final hiring decisions — especially at companies between £5m and £20m ARR.

This adds another layer to hiring processes, but often improves long-term alignment.

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4️⃣ Candidates Are Also Taking More Time

It’s not just companies slowing things down.

Strong GTM candidates are also evaluating opportunities more carefully.

Top candidates want to understand:

• Product-market fit

• Pipeline generation strategy

• Sales enablement support

• Compensation structure and realistic OTEs

This deeper diligence from both sides naturally extends timelines.

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Key Takeaways

• Hiring cycles for GTM roles are becoming longer

• Companies are prioritising proven scale-up experience

• GTM roles now require broader commercial and strategic skill sets

• Founder involvement is increasing in hiring decisions

• Candidates are conducting deeper due diligence before moving

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Final Thoughts

While slower hiring can sometimes feel frustrating, it often leads to stronger long-term hires.

For SaaS and AI scale-ups, the goal isn’t simply to hire quickly — it’s to hire the right people who can scale with the business.

Companies that combine thoughtful hiring processes with clear communication and strong candidate experience will continue to secure the best GTM talent.

GroTech Search partners with high-growth SaaS and AI companies to hire high-impact GTM talent that supports sustainable growth.