Go-to-market leadership
GTM Lead
Own the revenue number and build the machine behind it.
Build the infrastructure that keeps grandma home.
Home care is a $100B+ industry still run on phone calls, paper, and chaos. Our AI runs the back office so agency staff can focus on care.
The sales motion already works: there is real product pull, an SDR and AE bench forming, and a CEO who sells. This leader builds on a working foundation instead of starting from zero.
About the role
You own the revenue number and the machine that produces it. The mandate is the next stage of growth.
That means hiring and ramping SDRs and AEs, quota and comp design, pipeline rigor, the conference and field motion, and a close partnership with GTM engineering.
The automation backbone is a genuine differentiator here. Our GTM engineering system already generates pre-call intelligence so sellers walk in prepared. The right leader treats that as leverage, not a threat.
Player-coach to start. You will carry deals while you build the team. The title lands at director level.
What you'll own
- –The number, and the funnel math that gets us to it.
- –Hiring, ramp, and coaching for the SDR and AE bench. You coach daily, not quarterly.
- –Quota design, comp plans, territory and account strategy.
- –Pipeline rigor: stage definitions, forecast accuracy, and an honest view of what is real.
- –The conference and field motion across the spring and fall circuit.
- –The working relationship with GTM engineering, so automation compounds rep output instead of sitting unused.
What we're looking for
Different paths in. The whiteboard session decides.
- –Builder-manager: you have built a high-velocity SMB sales motion, not just managed one. You hired and ramped reps, owned a team number, and can prove per-rep production rose while you ran it.
- –Founding AE or first sales hire at a startup that scaled: you built the early playbook and have managed, or are clearly ready to.
- –Numerate. You reason in funnel math, not headcount spreadsheets.
- –You still like selling. If your last few years were spent managing through dashboards, this is the wrong seat.
- –Low ego, high conviction. You hire well, you have had to fire, and a former direct report would work for you again.
- –Also: NYC and in office full time.
Compensation
Highly competitive for a leader who owns the number. Base, variable, and equity are all sized for a leadership hire this early. We discuss the full numbers on the first call.
Interview process
Several weeks from first conversation to signed offer.
- –Phone screen with our CEO. Team-results forensics and your initial operating plan, out loud.
- –Leadership interview with both founders. Operating system depth, cross-functional posture, founder dynamics.
- –Whiteboard with the founders and our data and engineering lead. The path to the next stage: funnel math, org plan, highest-leverage bets, live pushback.
- –References, including at least one former direct report, plus time with the team. We respond promptly with a decision.
Every candidate hears from us promptly after a decision, including rejections.
What we offer
- –Competitive base and meaningful equity. If this works, it should work for you.
- –Equipment stipend: whatever setup makes you fast.
- –Luxury gym membership in NYC. We work in health care. Yours counts too.
- –Daily lunch, and dinner when work runs past dark. Big fan of late-night jams!
- –Time off as needed. We measure output, not hours at a desk.
- –Happy hours, poker nights, and builder events in our Soho office.
- –Snacks in office, including team favorites like Gruns gummies, sardines, protein bars, and midday froyo runs.
Apply
Our promise: real ownership, hard problems, and work that ends up in someone's home. If that's what you're looking for, let's talk.
Ready to apply?
Email a short note to victor@zingage.com — no forms, and a human reads every one.
Apply by email →Zingage (Kuzushi Inc.) is an equal opportunity employer.