GTM Org Chart & Hiring Plan - Project Details / Task List
Tag: gtm-org-design
Total Hours: 30h
Structure: Single Milestone (<=50h)
Milestone: GTM Org Chart & Hiring Plan
Description: A strategic planning project that designs and documents a scalable Go-To-Market organizational structure, defining roles, responsibilities, reporting relationships, career paths, and a phased hiring plan tied to revenue milestones.
Task List: (GTM Org Design) 1. Discovery & Role Definition
Contains: Parts 1-2
| Task | Est | Description |
|---|---|---|
| 1. Conduct GTM Leadership Interviews | 2h | Interview key GTM leaders to understand existing roles, reporting lines, pain points, and organizational gaps. End state: Documented insights from each leader with common themes identified. • Schedule 30-45 minute interviews with VP Sales, VP Marketing, VP Customer Success, and RevOps lead • Ask about current team structure, reporting relationships, and span of control • Probe for role ambiguity issues (e.g., "Who owns expansion revenue?") • Document perceived gaps in current structure and skills • Identify any informal roles or responsibilities not reflected in current documentation • Compile interview notes into a summary document with recurring themes |
| 2. Map Current-State Org Chart | 2.5h | Create a visual representation of the current GTM organization across all functions. End state: Complete current-state org chart with all roles, reporting lines, and headcount. • Gather existing org charts, HRIS data, and employee lists for GTM functions • Map Sales org (SDRs, AEs, AMs, Sales Management, Sales Ops) • Map Marketing org (Demand Gen, Content, Product Marketing, Marketing Ops) • Map Customer Success org (CSMs, Implementation, Support, CS Ops) • Map RevOps/GTM Ops structure and reporting relationships • Include Partnerships/Alliances if applicable • Document headcount per role and identify any open requisitions |
| 3. Identify Structural Gaps and Overlaps | 2.5h | Analyze the current org chart against industry benchmarks and interview findings to identify gaps and redundancies. End state: Gap analysis document with prioritized issues. • Compare current structure to typical B2B SaaS org patterns for company stage • Identify missing roles critical for current revenue stage (e.g., no dedicated Sales Enablement) • Flag overlapping responsibilities between roles or departments • Note span of control issues (managers with too many or too few direct reports) • Document any roles with unclear ownership or accountability • Prioritize gaps by impact on revenue and operational efficiency |
| 4. Define Job Families and Levels | 2.5h | Create standardized job families and levels across GTM functions to enable consistent career pathing. End state: Job family framework with defined levels (IC and management tracks). • Identify core job families for each GTM function (e.g., Sales: SDR, AE, AM, Sales Leader) • Define level structure (e.g., Associate, Senior, Principal, Lead, Manager, Director, VP) • Establish criteria for each level (experience, scope, complexity, impact) • Align levels across functions for equitable career progression • Create visual career ladder showing progression paths • Include both individual contributor and management tracks |
| 5. Document Role Responsibilities and KPIs | 3h | Write clear role definitions including responsibilities, success metrics, and required competencies for each position. End state: Role documentation for all GTM positions. • Create role template with standard sections (summary, responsibilities, KPIs, competencies) • Define 5-7 key responsibilities for each role • Assign 2-4 measurable KPIs per role tied to GTM outcomes • Specify required vs. preferred qualifications • Document reporting relationship and key cross-functional partnerships • Validate role definitions with current role holders and their managers |
| 6. Standardize Job Titles | 2h | Align job titles across the organization to industry standards and internal consistency. End state: Approved title taxonomy with mapping to existing titles. • Audit current job titles for consistency and market alignment • Propose standardized titles aligned with level framework • Map existing titles to new standardized titles • Identify title changes that may require employee communication • Get HR/People team buy-in on title standardization approach • Create title glossary for future hiring consistency |
Task List: (GTM Org Design) 2. Org Design & Hiring Plan
Contains: Parts 3-4
| Task | Est | Description |
|---|---|---|
| 7. Gather Growth Projections and Targets | 2h | Work with leadership to understand revenue targets, customer growth projections, and strategic priorities that will drive org evolution. End state: Documented growth assumptions for org planning. • Review company growth model and revenue projections (12-36 months) • Understand customer count and segment growth expectations • Identify strategic initiatives that require new capabilities (e.g., new market entry) • Document planned product launches or expansion into new verticals • Clarify funding timeline and associated growth expectations • Align on planning horizon (typically 12-24 months) |
| 8. Design Future-State Org Structure | 3h | Create the target organizational structure that supports projected growth, identifying when new roles and layers become necessary. End state: Future-state org chart with revenue triggers for each addition. • Model headcount needs based on revenue/rep ratios and productivity assumptions • Identify new roles needed at key revenue milestones (e.g., add Sales Manager at $5M ARR) • Determine when to add management layers vs. expand existing teams • Design for specialization as team grows (e.g., split SDR into inbound/outbound) • Plan for RevOps scaling aligned with GTM team growth • Document rationale for each structural decision |
| 9. Define Revenue-Based Triggers | 2.5h | Establish specific revenue, headcount, or milestone triggers that signal when to implement org changes. End state: Trigger matrix linking org changes to business metrics. • Define ARR thresholds that trigger new role additions • Set headcount thresholds for adding management layers • Identify customer count triggers for CS org expansion • Map triggers to funding milestones if applicable • Create decision tree for common scaling scenarios • Document leading indicators that signal upcoming trigger points |
| 10. Prioritize Immediate Hiring Needs | 2.5h | Identify and prioritize roles that should be filled immediately based on current gaps and strategic needs. End state: Prioritized Q1/Q2 hiring list with business justification. • Stack rank current open roles by impact on revenue and operations • Identify critical gaps from current-state assessment that need immediate fills • Evaluate build vs. buy decisions for specialized roles • Consider interim solutions (contractors, agencies) for urgent needs • Align immediate hires with budget and approval process • Create job descriptions for top priority roles |
| 11. Build Phased Hiring Roadmap | 2.5h | Create a 12-24 month hiring plan with roles mapped to triggers and timeline. End state: Hiring roadmap spreadsheet with roles, triggers, and estimated timing. • Sequence future hires based on revenue triggers and strategic priorities • Estimate timing for each hire based on growth projections • Group hires into logical phases (e.g., Q1, Q2, H2, Year 2) • Include contingency hires if growth exceeds expectations • Calculate budget implications for each phase • Build flexibility for accelerated or decelerated hiring based on performance |
| 12. Create Hiring Playbooks for Key Roles | 3h | Develop hiring guides for frequently-filled or critical roles to enable consistent, efficient recruiting. End state: Hiring playbooks for top 3-5 priority roles. • Select highest-priority or highest-volume roles for playbook creation • Document ideal candidate profile and sourcing strategies • Create structured interview guides with competency-based questions • Define interview panel and evaluation criteria • Include onboarding checklist and 30/60/90 day expectations • Build candidate scorecards for consistent evaluation |
Task List: (GTM Org Design) 3. Documentation & Alignment
Contains: Part 5
| Task | Est | Description |
|---|---|---|
| 13. Create Visual Org Chart Package | 2h | Produce presentation-ready org chart visuals for current state, future state, and transition plan. End state: Polished org chart deck for leadership review. • Design current-state org chart with clear formatting and role labels • Create future-state org chart showing evolution over time • Build transition view showing phased changes • Include key metrics (headcount by function, span of control) • Add annotations explaining structural decisions • Export in formats suitable for presentation and sharing |
| 14. Compile Role Documentation Package | 2.5h | Organize all role definitions, career ladders, and job descriptions into a comprehensive documentation package. End state: Complete role documentation ready for HR/People team handoff. • Compile all role definitions into organized document or knowledge base • Create career ladder visuals for each job family • Include compensation band recommendations if in scope • Build job description templates for new roles • Create onboarding guide pointing to role documentation • Package for handoff to HR/People team for implementation |
| 15. Present to Leadership for Approval | 1.5h | Deliver findings, recommendations, and hiring plan to GTM leadership for review, feedback, and approval. End state: Approved org design and hiring plan with documented decisions. • Schedule leadership review session (60-90 minutes) • Present current-state findings and key gaps • Walk through future-state design rationale • Review hiring plan priorities and timeline • Capture feedback and requested modifications • Document approved decisions and any open items for follow-up |
| 16. Handoff and Implementation Planning | 1.5h | Transfer all deliverables to client team with guidance on implementation and change management. End state: Client equipped to execute org changes and hiring plan. • Transfer all documentation to client's systems (Google Drive, Notion, etc.) • Walk through hiring roadmap with Talent/HR team • Provide guidance on communicating org changes to existing team • Schedule 30-day check-in to review progress • Identify quick wins for immediate implementation • Close out project and gather feedback |
Summary
- Total Task Lists: 3 (consolidated from 5 Parts)
- Total Tasks: 16 (one per Step)
- Total Hours: 30h
- Generated from: playbook_gtm-org-chart-roles-and-hiring-plan.md
- Generated on: 2025-12-31