Trust > Talent

Hello and welcome to The Modern GTM Executive by Lunar Executive Search - read by 2,000+ leading Sales, Marketing, and Executive Leaders within Growth-Stage Technology businesses. We’re here to help people redefine their perspective on modern revenue acquisition models, understand what talent & skills are necessary to do so, and how to find the to 10% of GTM Leaders to execute.

To help readers stay grounded in the reality of today’s GTM hiring landscape, I’ll be sharing a weekly snapshot of active sales roles on LinkedIn. These metrics offer a simple but powerful pulse check: where demand is rising, where it’s cooling, and how the broader software market is shifting beneath the surface.

This weeks topic: Trust > Talent

For years, founders and hiring managers have chased “top talent” like it’s a cheat code — the ex-Salesforce AE, the LinkedIn President’s Club winner, the rep from that hot logo.
But here’s the truth: the best hire isn’t always the best resume. It’s the one you can trust.

In Lunar’s data across 300+ GTM hires, there’s a clear pattern: the teams that outperform aren’t packed with the highest OTEs or biggest brand names. They’re built on trust density: tight communication, consistent behavior, and predictable execution.

You can teach someone your product, your motion, your ICP.

You can’t teach trustworthiness.

The Data

• In our internal analysis of top-quartile sales teams (defined by >90% quota attainment), leaders rated “trust and consistency” 2.7x more predictive of success than raw performance history.

• Candidates with multiple short stints (<18 months) had a 34% lower probability of being rated “high-trust” by hiring panels post-onboarding.

• Conversely, first-time VPs hired through referrals, retained search, or trusted networks ramped to full team productivity 45 days faster than “brand-name” hires sourced externally.

The Application

When you’re evaluating GTM candidates, ask less about what they’ve sold and more about how they’ve shown up.

• Do they follow through on small commitments?

• Are their stories internally consistent?

• Do references align with the behavior they describe?

Trust compounds. And in leaner GTM orgs where every seller touches revenue, that compounding effect is the difference between hitting plan and burning out.

Because in the modern GTM era, Trust > Talent.

Bonus Points: Thorough reference checks pre-hire are the single greatest source of information to index & qualify ‘trust’.

We've got a number of active opportunities across our portfolio of software clients at Lunar Executive Search currently.

A few select openings: 

• VP of Sales – VC Backed – Enterprise SaaS

• Enterprise Account Executive - VC Backed - Enterprise SaaS (NY, NJ, TX)

• Enterprise Account Executive - VC Backed - Cyber

• Enterprise Account Executive - VC Backed - IT SaaS (NYC Hybrid)

• Account Executive - PE Backed - HealthTech

I'm also always look to great candidates for future roles:

• Chief Revenue Officer - Venture/PE-Backed - SaaS/Cyber/AI

• Chief Marketing Officer - Venture/PE-Backed - SaaS/Cyber/AI

• VP of Product Marketing - Venture/PE-Backed - SaaS/Cyber/AI

• VP of Partnerships - Venture/PE-Backed - SaaS/Cyber/AI

Highlights from The GTM Kickback! Podcast

We've had a number of excellent interviews recently on The GTM Kickback!, with many more already booked and recorded on the way. 

Want to be a guest? Ping me on LinkedIn! 😎

We're looking for: High-performance GTM Operators, VC/PE Investors in SaaS, and Leading GTM Consultants for early stage technology businesses

New to "The GTM Kickback!"? Subscribe to the podcast!

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This newsletter is powered by Lunar Executive Search - Finding Premier GTM Talent for Growth Stage Tech Businesses. 

We help disruptive technology companies grow. For venture-funded start-ups and PE-backed enterprise software firms, we have a track record in finding the Top 10% of Sales and Marketing Leadership Talent, and doing so swiftly. 

Reach out to me here: [email protected] 

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Till next time, 

Joey