Build your scalable GTM team with a proven formula. An embedded GTM engineer ships pipeline in week one. Then we recruit, place, and train the in-house team that takes it over. In 12 to 18 months you own a working go-to-market department that knows your product cold.
The dilemma
The people who market and sell your product have to end up inside your company. There are two default ways to get them, and both are bets.
There's a third option.
Build it internal, de-risked, with pipeline flowing the whole time.
The proven formula
Live in days, producing in week one, backed by a full bench and an AI stack. Your engineer works inside your team and learns your product from the inside. Everything is built documented-first, because handover is the plan, not an afterthought.
You never guess who to hire first. We design the org for your stage, sequence the roles, then run the search: sourcing, screening, placement. Your hires are trained selling your product, on your live pipeline, with the playbooks already written. You interview and make the final call on every hire.
The team you hired runs the motion on the systems they trained in. Your GTM engineer moves to an advisory line, on call when you want them. Every workflow, automation, playbook, and the full logged record of how it was built: already yours.
Independence isn't a promise here. It's an artifact. Every workflow, automation, AI session, and output is logged and documented from day one, GDPR-compliant, and it belongs to you. Your department inherits a running machine with the manual written. And whatever comes next, a raise, a diligence, a board review, you show up with a working go-to-market department, not an agency line item to explain.
No, and that's the point of the model. The people who sell it are your hires, on your payroll, trained on your product and your live pipeline. The embedded engineer who starts the motion works inside your team and learns the product from the inside. By handover, the knowledge lives in your company, not ours.
That's the org-design question the build answers. We sequence the roles for your stage and motion, prove each one on live pipeline, then fill it. You never bet a salary on a guess.
Even better. The build starts from what you have: your engineer wires the systems around your existing team, the org design covers the gaps, and we recruit only the roles you're missing.
Yes. We recruit, place, and train the department's staff as one package: role definitions, sourcing, screening, placement, and onboarding inside the live system. You interview and make the final call on every hire.
12 to 18 months, phased. The stopgap phase starts shipping in the first week; hiring begins once the machine is producing and the roles are proven, not before. We don't rush a placement to hit a date.
The opposite. A build is a longer, deeper engagement than an open-ended retainer, and it ends with a working department that references us instead of a client wondering when to cut the line. We'd rather be the reason you don't need an agency than the agency you can't leave.
"Working with inseeq is like having a senior growth team in one person. They understand you fast and work completely autonomously."
"We've worked with a lot of marketing agencies. Most talk strategy, few execute consistently. inseeq does both. They move fast, communicate clearly, and deliver. They think like operators, not vendors."
"I love inseeq's concept. We don't pay for hours. We pay for results. And with AI doing the heavy lifting, those results arrive faster than we expected."
Book a 30-minute working call. We'll map the org you need: who to hire, in what order, at which pipeline milestones, and what phase one looks like on your numbers. You keep the map whether or not we work together.