Hiring a Sales Manager, Marketing Manager, or Growth Leader can feel like the next big step for your business. You’re ready to grow, and you believe a new hire will take you there. But here’s the truth: most businesses don’t actually have a firm handle on their go-to-market (GTM) strategy before bringing someone in. Looking for a Sales Manager or Growth Leader? PAUSE!
Before you make that hire, pause and ask yourself the tough questions:
Questions to Ask Before Hiring a Growth Leader
- What do we really need? Do we need a leader to set strategy, or do we simply need stronger sales and marketing processes?
- How will they be successful? Have we defined what “success” looks like in this role, and over what timeframe?
- What is the budget? Are we prepared to invest in both the person and the tools they’ll need to succeed?
- Do we have the pipeline to sustain them? A great leader can’t thrive if there’s no foundation of leads or opportunities to build on.
- Is leadership aligned? Have we clearly agreed on expectations, reporting structures, and accountability measures?
- Do we have the right culture in place? Growth leaders thrive when collaboration and transparency are part of the company DNA.
Additional Best-Practice Questions
- Do we have a GTM strategy? If not, what would this person be executing against? Hiring without a roadmap is like hiring a driver without a destination.
- What systems and processes are in place? CRM, marketing automation, lead nurturing, customer success handoffs — are these ready for someone to step in and maximize, or are they still broken?
- Where is the biggest bottleneck today? Is the problem really sales? Or is it marketing? Or is it operations holding growth back?
- What’s the risk of waiting? Sometimes it’s better to strengthen infrastructure now and hire later, rather than bring someone in too early.
- Are we prepared to coach and support this role? Even experienced leaders need onboarding, guidance, and alignment with ownership.
Avoid the “Hire-to-Fail” Trap
Too often, companies make the hire hoping the new Sales or Marketing Manager will “figure it out.” But without the right environment, even the best candidates are doomed from the start. When these hires fail, the cost isn’t just financial — it’s cultural and reputational.
Growth doesn’t happen just because you add a leader. It happens when you build the strategy, tactics, and infrastructure first.
How We Can Help
At ROHLING, we work with businesses to:
- Assess GTM readiness before you make a critical hire.
- Identify true needs — whether it’s leadership, process improvement, or strategic alignment.
- Build the foundation (strategy, systems, and tactics) so that when you hire, the new leader can thrive.
- Share market insights about what we see working — and failing — so you don’t repeat the same mistakes.
Final Thought
Don’t make the hire just to see them fail. As a leader, it’s on you to create the environment for their success. Take the time now to clarify your GTM strategy, strengthen your processes, and build infrastructure that supports growth.
Call us today to talk through what we’re seeing in the market and explore how we can help you set up your next Sales Manager or Growth Leader for success.