Hiring for Investment

As part of our "To Series B" article series, Alex takes a look at the critical hiring decisions growing companies need to make to prepare for the next investment step.

For technology companies preparing for Series B investment, hiring the right sales and marketing talent is not just a growth decision; it’s a strategic signal to investors.

At this stage, investors aren’t just buying into vision anymore, they are now looking for and expect evidence of repeatability, efficiency, and scalable growth, which puts your revenue team under the spotlight.

Having helped scale tech companies for investment, here are a few key areas that the leadership team should be thinking about:

Alignment

Early-stage companies often operate with loosely defined roles, but Series B readiness demands a more structured approach in which alignment is key.

Whilst marketing should be responsible for generating qualified pipeline and sales need to demonstrate consistent conversion and revenue generation, these two revenue facets should not operate in silos. They need to share common metrics (CAC, LTV, etc), working practices, and shared goals, as misalignment here is one of the fastest ways to stall growth.

Experience

What got you to Series A is very unlikely to get you to Series B. Founders should look to prioritise individuals who understand how to move from founder-led sales to team-driven execution.

You will need people who have successfully navigated the transition from Series A to Series B, as they need to understand how to build repeatable sales motions, refine go-to-market strategies, and implement structure without killing momentum.

Specialisation

While generalists are valuable in the early growth stages, Series B companies benefit from more defined roles. In marketing, this may mean separating demand generation, content, and product marketing functions. In sales, distinctions between sales development representatives (SDRs), account executives (AEs), and customer success managers (CSMs) become critical.

Specialisation increases efficiency and allows for clearer performance tracking, which is something investors will scrutinise closely.

Culture

Rapid growth brings constant change, so hiring for cultural fit is critical because investors are not just evaluating the product and revenue, they are assessing whether the company can scale under pressure.

You need to hire individuals who thrive in dynamic environments, align with the company’s values, can operate in ambiguity and adapt quickly, as a strong cultural fit reduces friction, improves collaboration across increasingly specialised teams, and ensures new hires can adapt quickly without disrupting momentum.

Hiring sales and marketing for Series B, isn’t just about filling roles, it’s about building a revenue engine and demonstrating to investors that the business is ready to scale efficiently and sustainably.