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Why GTM Talent Is Breaking Now

AI, new buying behaviors, and shifting GTM models have changed what great GTM talent looks like—faster than most organizations have updated their hiring, development, and team deployment practices.

What Breaks First

Most organizations experience similar failure patterns.

Misaligned roles

Sellers, CS reps, and specialists are staffed where the headcount budget exists, not where the opportunity is greatest

Talent deployed on instinct

Hiring and promotion rely on resumes, gut feel, and rearview performance data instead of forward-looking indicators of potential and fit

Manager bottlenecks

First-line managers lack the coaching skills and tools to build capability at scale, so performance depends on individual heroics

Static enablement and training

Playbooks and training programs lag behind how customers actually buy, leaving even strong talent underpowered

Delivering on Your Growth Promise

Boards and investors are now asking a sharper question: Do you have the GTM talent to deliver the growth you’ve promised?

Roles designed for a different cycle time and deal profile

Enablement and training built for a pre-AI selling motion

Talent signals trapped in HR systems, disconnected from GTM outcomes

GTM Talent Research

Beneath every Talent story is a pattern. SBI’s research library brings those patterns into focus across GTM roles, skills, manager capability, enablement, and AI-driven Talent Intelligence.

Report: Go-to-Market Talent Challenges Threaten to Derail Growth Initiatives

Growth Risks for 2024: Getting Your Talent Right

New Research: CEOs Gear for Growth, But Grapple with Talent Questions

Ready to turn these insights into your competitive advantage?

Browse the Talent Research Hub

GTM Talent & Productivity

Our insights series translates years of operator experience and data into practical moves leaders can make now.

Why is Talent the Quickest Path to Revenue Growth?

The fastest way to move the revenue needle is through GTM talent, not more demand or technology.

How CEOs Can Win the Battle for Talent

CEOs must personally engage to attract, develop, and keep the talent that growth strategies depend on.

Here’s What a Successful Talent Initiative Looks Like

Anatomy of a GTM Talent program that actually changes outcomes.

Read Now

The 5 P’s of Sales Talent Motivation and Retention

What keeps your best sellers in seat and fully engaged.

View All Talent Insights

Why SBI

SBI works with leadership teams to treat Talent for what it has become: a growth dependency that sits alongside strategy, segmentation, and pricing—not a standalone HR program.

We help you:

See GTM talent as it really is, not how org charts suggest
Connect Talent decisions directly to revenue, productivity, and valuation
Orchestrate role-specific actions across Sales, CS, Enablement, RevOps, and HR

SBI Wayforge™ Churn supports this work as the Growth Intelligence engine behind the scenes, but the engagement starts with advisory leadership—not a product pitch.

Why SBI for Talent

Ready to Go Beyond Hiring?

A 30-minute working session that benchmarks your GTM talent, surfaces where the model is underpowered, and identifies 2–3 priority moves you can make in the next 90 days.

Book Talent Assessment

Talent Is Not an HR issue. It’s Your Growth Engine.