MarTech Recruitment

Expanding into the EMEA region offers exciting growth opportunities for SaaS companies but presents some complex hiring challenges, especially when building out Go-To-Market (GTM) teams. Each country within EMEA has its own cultural nuances, market maturity, regulatory frameworks, and talent expectations.

While companies worldwide are striving to find the perfect balance between hybrid, remote, and in-office models, there is no clear winner when it comes to productivity. According to McKinsey, all working models, whether fully remote, hybrid, or in-person, report similar levels of engagement, intent to stay, and overall satisfaction. The key lies not in rigid policies but in companies' practices to foster connectivity, innovation, and growth.

For SaaS founders, sales leaders, and hiring managers, staying ahead of these trends is crucial for winning new customers and attracting and retaining top talent in an increasingly competitive market.

What’s shaping the future of SaaS GTM recruitment in 2025?

The SaaS sector is one of the most competitive industries for attracting and retaining top sales talent. With countless companies competing for the same high performers, differentiating your company and making it the preferred choice is critical. Here’s how to effectively position your SaaS company to sales candidates and secure the best talent for your team.

Insights from Oakstone Divisional Directors Andy Strong, Tristan Heywood and Steve Farr.

After several challenging years for SaaS, the EMEA region is gradually recovering, presenting new opportunities and hurdles for businesses looking to expand their GTM (Go-to-Market) teams. Drawing insights from industry leaders at Oakstone International, let's explore what lies ahead for hiring in EMEA.

Go-to-market (GTM) strategies are the key to business success. From software companies to those innovating in artificial intelligence (AI), having a precise GTM approach can mean the difference between rapid growth and stagnation. But what exactly is GTM, and why is recruiting the right GTM talent essential for technology companies?

Generative AI continues to captivate venture capitalists worldwide, setting new records for funding and innovation in 2024. The sector is thriving from the U.S. to Europe, fuelled by record-breaking investments, cutting-edge talent, and strategic government support. The scale of funding highlights generative AI's transformative potential, promising to reshape industries and drive global technological progress.

As the new year unfolds, individuals and businesses stand at the crossroads of possibilities, ready to embark on a journey of growth and achievement. Goal setting is a powerful tool that helps map journeys, providing direction, motivation, and a sense of accountability.

The last 4 years have been a rollercoaster from hiring surges to mass redundancies, remote working to return to office and back again. The unpredictable talent trends in sectors such as technology have proven challenging for everyone in the industry to navigate.

Making sense of current talent trends can help us predict future trends, including desirable skills, ways to attract talent and ways to boost retention.

LinkedIn recently published the findings of their 2024 Global Talent Trends. The data comes from LinkedIn's Economic Graph, the LinkedIn Executive Confidence Index survey, and the global community of more than 1 billion members on the LinkedIn platform. 

Despite mass layoffs in 2023, SaaS continues to evolve at pace, and businesses that can anticipate and adapt to these shifts will maintain their competitive edge. Here's a look at the trends we see shaping the future of SaaS and influencing strategic hiring decisions.

Every leader aims to build a team that consistently delivers exceptional results, especially in highly competitive sectors like SaaS and sales. However, balancing diverse talents within the team can be challenging. High-performing individuals, or "A-players," often carry the heaviest load, innovating, problem-solving, and setting the standard for success.

Sales professionals know that success hinges on hitting targets, achieving growth, and making a measurable impact on revenue. Yet when it comes to putting together a CV, one key ingredient that can set a candidate apart is often overlooked: performance figures. A sales CV without quantifiable achievements lacks the proof recruiters and hiring managers need to assess past effectiveness and potential future value.

How can you increase productivity at work? What are effective strategies to boost efficiency? Discover practical tips and AI tools to enhance your workplace productivity.

If your internal acquisition team are expected to find your ideal candidate through advertising the job alone, they are set up to fail. And if your company is working with a recruiter who advertises the job and boasts about having 3000 applications, you are most likely wasting time and, therefore, money.

The success of these HR tech companies doesn't solely rely on the innovative solutions they offer. Like every other sector, their ability to scale and innovate is directly tied to their ability to attract, retain, and develop top-tier talent.

We asked our Divisional Directors and Managing Consultant thoughts on London workers spending less time in the office.

At Oakstone, we've honed our approach to finding high-performing leaders and creating results-driven teams for our clients. Our success is built on our people and experience, and we maximise effectiveness to deliver exceptional results for both candidates and companies.

This guide will walk you through the process, from understanding the need for an external CEO to making the final hiring decision.

Written by Oakstone Divisional Director Andy Strong.

In the world of Talent Acquisition, collaboration is key. At Oakstone International, history has clearly shown that internal TA teams and external recruiters can achieve remarkable results when they work together.

The AI industry is in need of skilled professionals. Streamline your recruitment plans by using these tips.

Partnering with executive search firms can provide cybersecurity companies a strategic advantage in securing top-tier professionals who meet their specific needs, streamlining their recruitment plans and growth.

Businesses often turn to recruiters to save time and money on talent acquisition, however, a specialist recruiter offers even more significant advantages for sectors with unique skill requirements, such as technology, SaaS and FinTech.

Talent acquisition is a crucial component in driving organisational success. However, the traditional methods of advertising job roles, while providing broad exposure, often result in an influx of unqualified candidates. This inefficiency can be particularly detrimental when hiring for executive-level positions, where the stakes are higher, and the need for the right fit is critical.

Constructing a resilient Go-To-Market (GTM) team is imperative for maintaining competitiveness and fostering sustainable growth in any technology company. The GTM team is pivotal in creating strategies for reaching and engaging customers; however, scaling this team effectively can present its own challenges.

While AI enhances efficiency and decision-making, it can also impact the candidate experience in ways that might not align with your company's values and goals.