ALL ROLES / GTM ENGINEERS

Hire a GTM engineer who builds the system your pipeline runs on

List building, enrichment, sequencing and AI personalization, wired together and kept running. A dedicated GTM engineer from Latin America on your revenue team, not a software engineer and not an agency running your outbound for you.

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Trustpilot: 4.6/5

G2: 4.9/5

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TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

TOP RATED TALENT

Meet the talent you could hire

Six of the outbound systems and GTM operations profiles already in the CloudTask talent network. Titles vary because the role is new; every card is built from the candidate record itself.

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How it works

How do I hire a GTM engineer?

You do one thing: interview. We handle everything else.

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

Review your matches

3 to 5 matches in 48 hours.

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

On your team, not an agency

One person who owns your outbound system and keeps improving it, instead of a retainer that runs campaigns you never see inside.

Same working day as sales

Latin America and the Caribbean overlap the US working day, so the person building the lists sits in the same day as the reps working them.

Verified on your stack

Clay, Apollo, HubSpot, Salesforce, Smartlead, n8n, Zapier. Checked per candidate against the tools you name, not taken from a self-reported list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. A pipeline system cannot wait for a second search, so the guarantee covers the case where the fit is wrong.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

countries

across Latin America and the Caribbean

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Matching coordination
Worker payments
Compliance and employment administration
Onboarding support at day 0, 7, 30 and 60
Ongoing check-ins with the hire and with you
Time and activity tracking, on by default
Performance escalation
24-month replacement guarantee. Replacements not capped.
Health benefits available on request
Equipment benefits available on request

Stays with you

The work itself
Priorities and direction
Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Shortlist of matched candidates
Interview coordination
Offer support
6-month replacement guarantee. One replacement, same job description.

Yours when they accept

Employment and payroll
Compliance and employment administration
Ongoing management
Time and activity tracking
Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

		US Direct Hire	Staffing Agency
Time to First Interview	48 hours	3 to 6 weeks	2 to 4 weeks
Payroll & Compliance	Included on Managed Staffing	You manage	Included in rate
Vetting Process	Human + AI verified	You screen	Recruiter screened
Candidate spam	Screened out before you see a profile	Common	Low
Tool Verification	Verified per candidate	Self-reported	Rarely verified
Free Replacements	24 months on Managed Staffing, 6 months on Direct Hire	None	Variable

See all comparison

Testimonials

Trusted by teams that hire with us

LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.

David Barrett CEO, Expensify
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.

Tim Zheng CEO, Apollo.io
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.

Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in a GTM engineer

Knowing Clay is the entry ticket. These are the capabilities that decide whether a GTM engineer builds pipeline or builds a very impressive table nobody uses.

ICP and signal definition

Turning a vague ideal customer into filters and signals a system can act on: firmographics, hiring, funding, technology, intent.
List building and enrichment

Waterfall enrichment across several data sources, deduplication, and the discipline to check a sample by hand before trusting the whole list.
AI personalization that reads as human

Using AI to research and draft at scale, with prompts and checks that stop the generic, wrong or embarrassing line from ever being sent.
Sequencing and deliverability

Domains, warmup, volume and sequence logic. The best list in the world is worth nothing if the emails land in spam.
Automation between tools

Connecting the enrichment table, the CRM and the sequencer with n8n, Zapier or native integrations, so data moves without a person copying it.
Measuring what the system produces

Reply rate, meeting rate and pipeline by segment and by message, reported so the team can decide what to scale and what to cut.
Working with the sales team

A GTM engineer serves the reps. The system is only as good as the handoff, the context passed with each lead and the feedback that comes back.
Data hygiene and compliance

Keeping the CRM clean, respecting opt-outs, and knowing which data can be used for outreach in which market.

HIRING GUIDE

What is a GTM engineer, and how do you hire one?

The GTM engineer is one of the newest titles in B2B sales, and most of what is written about it comes from the vendors whose tools the role uses. This guide covers what the role actually does, how it differs from an SDR or a RevOps manager, and when you should not hire one yet.

What does a GTM engineer do?

A GTM engineer builds and runs the systems that create pipeline: who to target, how to find them, how to enrich the data, what to say, when to send it, and how the result reaches the CRM and the rep.

In practice that means list building and enrichment in tools like Clay, AI-assisted research and personalization, sequencing and deliverability, and automation that connects all of it. The output is qualified conversations for the sales team, not code.

Is a GTM engineer a software engineer?

No. The word engineer describes the approach, building repeatable systems instead of doing the work by hand, not the background. Most GTM engineers come from sales development, growth or revenue operations, and most of the work happens in no-code and low-code tools.

Some scripting helps at the edges. If what you need is someone to write and maintain production software, that is a different hire.

How is a GTM engineer different from an SDR or a RevOps manager?

An SDR works the pipeline one conversation at a time. A GTM engineer builds the system that decides who the SDR talks to and what context they have when they do.

RevOps owns the revenue process end to end: CRM, forecasting, territories, reporting. A GTM engineer is narrower and closer to the top of the funnel. In small teams one person often covers both, and that is fine as long as you know which half matters more right now.

When should you not hire a GTM engineer?

When you do not yet know who buys from you. A GTM engineer scales a motion that already works. Pointed at an unproven market, they will build a very efficient way to send the wrong message to the wrong people.

It is also early if nobody on your team can take the meetings the system creates. Hire the people who close first, or at the same time, and make sure the handoff is designed before the volume arrives.

What should I look for in the interview?

Ask them to walk you through a system they built: the signal they started from, the enrichment steps, one message, and what the numbers were before and after. You want specifics, including what did not work.

Then give them your ICP and ask how they would find the first 200 accounts. The quality of their questions tells you more than the answer.

Red flags in GTM engineer candidates

A tool tour instead of a system. A candidate who walks you through Clay features but cannot name the signal they started from, one message and the numbers before and after has built tables, not pipeline. Knowing the tool is the entry ticket, not the job.

Trusting the list blind. If they never check a sample by hand before trusting an enriched list, the wrong data goes out at scale. Ask how they know a list is right before it reaches a sequence.

Personalization nobody checks. A candidate proud of AI-written messages who cannot describe the prompts and checks that stop a generic or wrong line from being sent has handed your buyers' first impression to the model.

Deliverability as someone else's problem. Ask about domains, warmup and sending volume. A candidate who has never had to think about them will build a system whose emails land in spam.

No room for the reps. A GTM engineer who talks about the system but never about the handoff, the context passed with each lead or the feedback from sales is building for the dashboard, not for the team working the leads.

How long before a GTM engineer produces pipeline?

Expect the first weeks to go on access, the current data, domains and deliverability. The first campaigns usually go out once the infrastructure is warm, and the system improves each week from there.

Judge the first month on the quality of what was built and learned, and the months after on pipeline.

How much does a GTM engineer cost?

It depends on seniority, on the stack and on the country the person works from, and any single number describes one scenario and calls it a price. Tool costs are separate and belong to your stack, not to the hire.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.

Why hire a GTM engineer in Latin America?

Overlap. The system feeds a sales team working the US day, and Latin America and the Caribbean share most of it, so a broken sequence or a bad batch of data gets fixed the same day.

The second reason is English. A GTM engineer writes the messages your buyers read, and we screen written and spoken English live rather than inferring it from a profile.

How does CloudTask hire for this role?

You send your ICP, the stack and what the system should produce. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the tools you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

Do I need a GTM engineer or an SDR?

If nobody has built the targeting and the system yet, the GTM engineer usually comes first, or alongside the first SDR. If the system exists and the problem is working the conversations, hire the SDR.

Does a GTM engineer need to code?

Not for most of the work, which happens in tools like Clay, sequencers, the CRM and automation platforms. Some scripting helps, but this is a revenue role, not a software engineering role.

Which tools does a GTM engineer use?

Usually an enrichment and list building tool such as Clay, a data provider such as Apollo, a sequencer, the CRM and an automation layer such as n8n or Zapier. We verify the exact stack you name per candidate.

How fast can a GTM engineer start?

You get 3 to 5 matched profiles within 48 hours. After you choose, plan the first weeks for access, data and deliverability before the first campaigns go out.

What is the $299 for?

It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.

Why is there no number on the monthly rate?

Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.

Who is the legal employer?

On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.

How does tracking work, and can I turn it off?

On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.

What happens if the person does not work out?

Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.

Is there a platform or subscription fee?

No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.