Hayasa exists because the GTM hiring system was broken and we knew it from the inside. We spent 20+ years scaling GTM teams at enterprise SaaS companies, and every single hire showed us the same failure: the best candidates were invisible, agencies were slow and expensive, and LinkedIn sourcing alone was a full-time job. So we built the platform we wished we had.
Our founder Ashwin scaled GTM teams at Capillary Technologies, HighRadius, and Juniper Networks, hiring over 500 GTM professionals across AEs, SDRs, RevOps, demand gen, and sales leadership. Every hire taught him the same hard lesson: the system was not built for the people trying to use it.
The agencies were slow, charged 20 to 30% placement fees, and sent shortlists full of active candidates who happened to apply. The best GTM talent: the ones who were winning in their current roles: were not on any job board. Reaching them required weeks of manual LinkedIn sourcing. And generic sourcing tools built for engineering hiring were useless for GTM signals like quota attainment, deal size, and sales motion.
Hayasa is the platform Ashwin would have used. GTM recruiter instinct, combined with the reach and speed of modern AI. A shortlist of the actual top 1%, in your pipeline within a week.
Before we run a single search, we map the role: the motion, the stage of company, the ICP, and the red lines. Most platforms skip this. We do not. A better brief produces a better shortlist, every time.
Our team has hired 500+ GTM professionals across enterprise SaaS. We know the difference between a hunter and a farmer, between an SDR who can ramp and one who cannot. That knowledge is baked into our scoring and every shortlist we deliver.
Not the candidates who happen to be applying. The top 1% who are currently winning in their roles. We find them, reach them on the right channel with the right message, and have them in your pipeline within a week of starting.
A small team with deep GTM hiring experience and the tools to move at a pace traditional agencies cannot match.
The Hayasa team has carried quotas, run outbound sequences, built RevOps stacks, and scaled demand gen at real SaaS companies. When we evaluate a candidate, we are not reading a job description against a CV. We are reading a GTM career for the signals that predict whether this person will ramp, hit target, and stay.
The shortlist we deliver is not a broad pipeline for you to filter. It is a curated list of the three to five candidates we believe can do the job, scored against the specific signals for your role, motion, and stage. If we do not have five candidates we believe in, we tell you that before we send anything.
Three weeks from first search to signed offer is not a marketing claim. It is what happens when you start with the right brief, source proactively rather than reactively, run outreach in parallel across email and LinkedIn, and have human-in-the-loop approval that keeps things moving without going dark on the candidate. The timeline is the output of the process, not a pressure campaign.