Same quota, same Eastern time hours, roughly a fifth of the New York cost. We source currently-employed operators in India who already sell to American buyers.
A sales recruitment agency in New York that recruits from India places go-to-market talent, sales development reps, account executives, customer success managers and revenue operations, who sit in India and sell to United States buyers on New York hours. The cost gap is the whole reason it works. A New York account executive earns roughly $110,000 base and about $205,000 on target. A sales development rep in the city runs $60,000 to $80,000 base and roughly $90,000 to $105,000 on target. The equivalent seats in India cost about $22,000 to $42,000 and $8,000 to $18,000 fully loaded.
New York is the second largest business software market in the country and its startups raised over $8 billion in 2025, second only to the Bay Area, so the buying side is dense and the salary floor keeps climbing with it. GTMly recruits into that gap on contingency: nothing is payable until you hire. We do not place people on the ground in Manhattan. We place India-based operators who have already carried a US quota.
It screens for the American buyer, not the Indian one. A rep who has only sold to Indian mid-market will not survive a New York enterprise cycle, so every candidate we send has carried a US quota and can show attainment against it.
Sitting on a US account team is not the same as owning the number. We ask for territory, quota, attainment and two deal walkthroughs before a candidate reaches your inbox.
New York hours from India means a 6:30pm to 2:30am India shift. Some strong candidates will not do it. We screen that out at the first call rather than at your offer stage. More in our guide to working US hours from India.
Most of a New York sales cycle happens in email and Slack with a buying committee. We test written follow-up on a live scenario, not accent.
A US OTE pasted into an Indian offer letter breaks. We help set base and variable at Indian market rate with a US-style accelerator so the plan actually motivates.
Roughly four to six times more in New York. An account executive costs about $205,000 on target in the city against $22,000 to $42,000 all in for a comparable operator in India, and a sales development rep about $95,000 against $8,000 to $18,000.
| Seat | New York, annual on target | India, annual all in |
|---|---|---|
| Sales development rep | $90,000 to $105,000 ($60,000 to $80,000 base) | $8,000 to $18,000 (7 lakh to 15 lakh) |
| Account executive | About $205,000 median ($110,000 base) | $22,000 to $42,000 (18 lakh to 35 lakh) |
| Customer success manager | $90,000 to $130,000 | $12,000 to $24,000 (10 lakh to 20 lakh) |
| Revenue operations | $105,000 to $190,000 by level | $13,000 to $30,000 (11 lakh to 25 lakh) |
Two things to hold in mind. Ranges in India widen fast at the enterprise end, where an account executive selling six figure US contracts can clear 50 lakh, and a New York seat carries payroll tax, benefits and desk cost on top of the numbers above. The full build order and pod economics are in hire a US sales team from India.
Mostly funded business software companies between Series A and Series C, where a full New York sales pod is the largest line item on the plan. New York has roughly 10,000 startups and over 5,800 venture-backed ones, so the cohort is large and the pressure to extend runway is constant.
The most common profile. They have product market fit and a repeatable motion, and want three more sellers without adding $600,000 of New York payroll.
Two of the most active New York funding categories. Long, committee-heavy cycles that reward disciplined pipeline work more than proximity to the buyer.
The easiest version of this. Entity, payroll and a manager are already in place, so the only new thing is the GTM seat itself.
No venture money, so every hire has to pay for itself inside a quarter or two. India comp makes that math close.
Intake, then direct sourcing at peer companies, then a screened shortlist of two to three, usually inside a week to a week and a half. We work contingency, so there is nothing payable until someone signs.
Who signs the contract in New York, what the average contract value is, how long the cycle runs, and what the last person in the seat got wrong.
Indian software companies selling into the United States, plus the India arms of US firms. That set, not job boards, is where people with real US quota history sit.
The operators worth hiring are employed and not applying. Direct outreach is the only way to reach them, which is what a GTM recruiter is actually for.
Quota carried, quota hit, deal sizes, cycle length, and whether the motion matches yours. We cut hard here so you interview three people, not thirty.
We hand over the shortlist with notes and comp expectations. You interview on your process and make the call.
One New York specific note: state law requires a good faith pay range on postings for roles performed in New York or reporting into a New York office, and 2026 amendments tightened what counts as good faith. That governs what you publish for your New York seats, not a team you build in India through a search, but it does mean your public ranges are visible to every candidate you speak to. The rules are on the New York State Department of Labor pay transparency page.
Tell us the role, the buyer and the territory. We come back with 2 to 3 vetted, currently-employed operators in India who have carried a US quota, usually within a week to a week and a half. Contingency, so there is no cost until you hire.
No. GTMly is a Montazzo Solutions brand and our recruiting operation is in India, working New York hours. Most of our buyer conversations are with New York companies, and every candidate we place works United States hours.
Yes, and the common version is a small pod rather than a single rep: two sales development reps and a closer, selling into a US territory on Eastern time. It works when the seats are screened on US buyer experience rather than on cost alone.
Yes, if they have done it before. The variable that predicts success is whether they have carried and hit a US quota, not where they sit. Test it with a deal walkthrough: who sat on the buying committee, what the real objection was, and how the deal actually closed.
We work on contingency. There is no retainer and nothing is payable until you hire someone we introduced.
Two to three vetted, currently-employed candidates usually within a week to a week and a half of intake. Time to signature after that depends on your interview loop.
No. We recruit go-to-market talent in India for companies selling into the United States. If you need someone physically in New York, we are not the right firm.
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