In this episode of The Tech Trek, I sit down with Atli Thorkelsson, VP of Talent Network at Redpoint Ventures, to unpack one of the most pivotal and complex hires a founder will make: their first go-to-market leader. From timing the hire to evaluating charisma vs. substance, Atli walks us through practical frameworks and cautionary tales to help founders avoid common pitfalls.

Whether you're a technical founder unsure how to vet sales talent or you're scaling fast and need to define a hybrid role, this conversation will help you set up for long-term success in hiring.

🔑 Key Takeaways:

Hire for the now, not the future. A candidate who can grow is great, but they must be effective today.

Educate yourself before starting the search. Talk to past founders, board members, and exec recruiters to know what great looks like.

Don’t over-shop. The first batch of candidates is often the strongest—waiting doesn’t always mean better.

Curiosity and recruiting prowess are key. Top GTM leaders deeply understand the product and know how to hire A+ talent.

Always be networking. Track and nurture impressive people—even if there’s no immediate role. They may become future hires, advisors, or customers.

🧠 Memorable Quote:

“You never really know when someone’s going to be valuable to you. If they impress you, find a way to stay in touch.” – Atli Thorkelsson

⏱ Timestamped Highlights:

00:50 – The tricky timing of hiring go-to-market leaders

02:30 – Why you must hire for today, not tomorrow

04:00 – Educating founders on roles they’ve never hired for

05:30 – Why delaying decisions can backfire in hiring

06:35 – The value of having go-to-market experts "on your bench"

08:50 – Red flags and false positives in sales hiring

10:38 – Evaluating impact quickly: what success should look like

13:23 – Defining the role clearly—even if you’ve been doing it

15:22 – Hybrid roles: when it works, and when it doesn’t

17:25 – The power of long-term relationships in recruiting

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