Quantexa hit an inflection point in APJ where growth depended on landing enterprise-grade GTM talent that could sell into complex, regulated environments.

The roles were specialised: Account Directors, Solutions Engineers, Customer Success leaders. They required operators with deep domain credibility. But with HQ TA based in London and APJ line managers spread across time zones, alignment was difficult. Multiple stakeholders and inconsistent narratives risked delaying a critical phase of expansion.

Quantexa needed a single partner who could align teams, protect hiring standards and move fast in competitive talent markets.

Playbook built one regional motion that removed friction across HQ, APJ, and candidate pipelines.

Stakeholder Calibration
Playbook aligned London TA and in-region leaders through crisp scorecards that clarified what “great” looked like in enterprise GTM roles. This removed ambiguity and created a shared view of talent quality across every decision maker.

Localised Employer Narrative
We shaped an APJ-specific story that resonated with senior sellers and technical operators. The narrative emphasised Quantexa’s market credibility, product strength, and the growth runway that high-performers value.

Head-to-Head Headhunt

We mapped direct competitors and adjacent markets, prioritising relationship-led outreach over volume tactics. Most of the viable talent sat in passive pools, so credibility and context carried the search.

Low-Latency Process

We tightened the entire hiring flow. Every loop ran on 24–48 hour feedback cycles, structured debriefs, and offer conversations anchored in the impact the talent would have in-market.

This created a single, predictable, APJ-aligned hiring engine.

The first shortlist landed in only five days, giving Quantexa immediate traction. Eight specialised GTM hires were made across multiple APJ markets.

A 90% offer-accept rate showed the power of narrative-led outreach with passive enterprise talent. Regional cadence strengthened trust between HQ and APJ, and line managers could stay focused on revenue. The result was a repeatable GTM hiring model for APJ.

Clear scorecards aligned expectations and relationship-driven closes outperformed transactional approaches.