Free tool, no access code

One job, or three jobs at one salary

CMO, VP of Marketing, Head of Growth, CRO, VP of Sales, RevOps, Marketing Ops, GTM Engineer. The title landscape fragmented faster than anyone could standardize it, and both sides of the hire are paying for the confusion: companies post descriptions that ask for three jobs at one salary, and candidates apply into titles that do not match what they actually do. This tool works from either side and tells you plainly when the scope in front of you is more than one job.

What each path does

Two ways in on each side

If you are hiring

You already know the title
Pick it and the builder scopes it to your stage, team and stack.
You have a gap and no title
Work through a coverage grid and one question about your bottleneck, and the builder recommends the role before writing anything.

What you get: a job description, a scope load check that says plainly whether you have described one job or several, a salary band with the right base to variable structure, and an interview kit.

Start hiring

If you are a candidate

Tell us what you have done
The functions you have owned, the stages and segments you have real experience in, your team size and years.
Read a posting you are considering
Paste a live listing and get a read on which role it actually describes and where the scope has drifted.

What you get: the title that matches your experience, a salary band for your target market, the company size where you would fit, and open roles on GTM Radar. If your background genuinely spans two titles, the tool says so rather than forcing one answer, because that means two searches instead of one unfocused one.

Start looking

Two sides, one tool

What it checks that a template cannot

Whether it is actually one job

On the employer side, the builder adds up the functions a description assigns to one person and compares that against real capacity. On the candidate side, it checks whether your experience cleanly matches one title or genuinely spans two, and says so rather than forcing a single answer. Either way, if the honest read is more than one job, the tool tells you that plainly instead of papering over it.

Whether the title matches the work

A description can be well scoped and still carry the wrong title, and a candidate can be strong and still be applying under the wrong one. The builder checks title level against stage, team size and years of experience, and names the adjacent titles that get confused with each other so the mismatch surfaces before an interview rather than during one.

Whether the number is realistic

Employers get a band with the base and variable structure that matches the accountability. Candidates get the same band applied to their own target market and stage experience, so both sides are negotiating from the same information rather than a headline number pulled from a national average.

Coverage

Roles the builder covers on both sides

Every title below works as a starting point whether you are writing the description or trying to figure out which one describes what you already do.

Marketing roles

Chief Marketing Officer Owns the demand and brand side of the business at the strategy level, and carries marketing's story into the board room. VP of Marketing Runs the marketing function end to end, close enough to the work to still do it when the team is small. Head of Growth Drives acquisition velocity through experimentation, performance channels and product led loops. Demand Generation Lead Owns the campaigns and channels that produce pipeline against a strategy set above them. Product Marketing Manager Translates what the product does into why a specific buyer should care, and arms sales to say it. Content Marketing Lead Builds the editorial engine that earns attention and gets found, by people and by answer engines.

Sales and revenue roles

Chief Revenue Officer Owns the revenue number end to end across sales and customer success, and aligns that motion with marketing as a peer function. VP of Sales Owns the sales team, the sales process and the number. Account Executive Carries a quota and closes new business inside a defined territory or segment. Business Development Representative Generates and qualifies new pipeline through outbound and inbound follow up, and hands it to an account executive. Sales Engineer The technical half of the sales conversation, in the room with the prospect's technical evaluator. Head of Customer Success Owns what happens after the signature: adoption, retention and expansion. Head of Partnerships Builds revenue through other companies rather than directly.

Systems and operations roles

Marketing Operations Manager Owns the martech stack, campaign infrastructure and attribution reporting inside marketing. Head of Revenue Operations Owns process, systems architecture and reporting integrity across the whole revenue organization. GTM Engineer Builds the systems and infrastructure that make marketing and sales run at scale without linear headcount growth.

Questions

About the builder

Is the GTM Hiring Scope Builder free?

Yes, for both the employer side and the candidate side. There is no access code, no paywall and no account. Everything runs in the browser and nothing you enter is sent to a server or stored.

What does the employer side produce?

A job description scoped to your stage, team and existing coverage, plus a scope load check showing how many people the described scope actually represents, a compensation band with the base and variable split, the titles the role will get confused with, an interview question set mapped to each area of scope, a scorecard, and first ninety day expectations. Export as PDF, Word, an Excel interview kit, or plain text.

What does the candidate side produce?

You describe what you have actually done: the functions you have owned, the stages and segments you have worked in, your team size and years of experience. The tool returns the title that matches, a realistic salary band for your target market, the company size where you would fit best, the titles that job might be posted under, and direct links to open roles in that function on GTM Radar. Export the whole profile as a PDF.

What is a scope load score, and does it apply to candidates too?

It is the number of full time equivalent people a described scope consumes, measured against the capacity a hire will actually have. On the employer side it flags a job description that is really asking for two or three people at one salary. On the candidate side, if your experience matches more than one title at a meaningful level, the tool says so directly rather than forcing a single answer, because that usually means two separate search tracks rather than one confused one.

Can I use this to evaluate a job posting I am considering applying to?

Yes. Decode a posting under the candidate path takes a listing, identifies which role it actually describes, flags where the scope has drifted across multiple jobs, points out what the description leaves undefined, and gives you the questions worth asking about scope, resourcing and how success will be measured.

Where do the salary bands come from?

The current bands are directional benchmarks by role, stage and geography, intended for scoping a description or a target range rather than making or accepting an offer. They are being replaced with ranges extracted from live postings tracked on GTM Radar, which produces real posted ranges for the specific market rather than national averages.

Does the builder handle sales roles as well as marketing roles?

Yes, on both sides. It covers 16 titles across marketing, sales and revenue, and operations, including account executive, BDR and SDR, sales engineer, RevOps, marketing operations and GTM engineer. Any role that shows up on a go to market job board is in scope.