Insights

Revenue leaders are measured on a number, but the lever that most reliably moves that number is not pricing, territory design or enablement - it is who sits in the seats.

Hiring is the largest single investment most SaaS revenue organisations make, typically consuming half or more of the go-to-market budget, and yet it is the area where CROs and VPs of Sales are given the least structural support. Recruitment is treated as an HR process rather than a revenue process, and the cost of that framing shows up two quarters later as missed coverage, unproductive headcount and a forecast built on people who will not ramp in time.

Here is what revenue leaders need to understand about hiring in SaaS - the numbers, the trade-offs, and the decisions that are genuinely theirs to own.

Let's Dive In!

As SaaS and AI companies expand across Europe, the Solutions Engineer has become one of the hardest roles to fill in the entire go-to-market org.

The reason is simple: a great SE has to be both genuinely technical and genuinely commercial, and that combination is rare in any single market - let alone across the many distinct hiring landscapes that make up Europe.

For SaaS businesses scaling their pre-sales function across EMEA, demand consistently outpaces supply.

Here is what makes European SE hiring difficult and how to approach it.

New York City has rapidly become one of the most active markets in the world for SaaS Account Executive talent.

High-growth startups, Enterprise Software vendors, Fintech businesses and AI companies are all competing for experienced commercial professionals, creating a fast-moving and highly competitive hiring landscape.

For SaaS employers, the opportunity is enormous - New York offers deep, diverse commercial talent - but winning it requires a sharp value proposition, competitive economics and a process built for speed.

Here is what SaaS companies should know before hiring AEs in NYC.