GTM Recruiter

Accountabilities: Lead end-to-end GTM recruitment: Manage the full hiring lifecycle for account executives, sales leaders, BDRs, SDRs, solutions engineers, channel professionals, and other commercial roles, from defining hiring needs through sourcing, interviews, offers, and onboarding handoffs. Develop effective hiring strategies: Partner with Sales leaders and hiring managers to define role requirements, target customer segments, sales motions, deal complexity, performance expectations, and candidate assessment criteria before launching searches. Build high-quality talent pipelines: Proactively source candidates from compliance, cybersecurity, and technology-enabled services businesses through targeted outreach, referrals, professional networks, and other relevant channels. Evaluate commercial talent: Assess candidates' sales achievements, pipeline generation, quota attainment, territory performance, deal execution, and individual contributions, taking into account sales cycles, available resources, and market conditions. Strengthen candidate assessments: Implement structured interviews and relevant work samples to evaluate consultative selling, prospecting, discovery, commercial judgment, and the ability to sell services that depend on credible delivery capabilities. Manage candidate engagement and closing: Coordinate interviews, maintain timely communication, address process delays, develop effective offer strategies, and keep candidates engaged through acceptance, notice periods, and onboarding transitions. Maintain reliable recruitment forecasts: Track hiring priorities, candidate stages, next steps, expected start dates, and potential risks. Communicate delays early and recommend practical solutions to maintain progress against hiring targets. Improve hiring outcomes: Collaborate with hiring managers to establish role expectations and ramp milestones, using available new-hire performance and retention data to refine sourcing strategies and selection criteria. Optimize recruitment operations: Use approved recruiting technologies, AI tools, automation, and data analytics to improve sourcing efficiency, coordination, and reporting while verifying outputs and safeguarding candidate information. Drive continuous improvement: Monitor hiring metrics, including time to qualified candidates, interview conversion, offer acceptance, candidate experience, and hiring outcomes, and recommend improvements based on evidence and stakeholder feedback. Requirements Relevant recruiting experience: Demonstrated success sourcing and closing sales talent for compliance businesses or technology-enabled services organizations, gained through an internal talent acquisition role or an agency supporting these industries. GTM recruitment expertise: Experience recruiting account executives and sales leaders, with the ability to manage searches across a broader range of go-to-market functions. Commercial understanding: Strong knowledge of consultative selling, recurring services, complex buying processes, and the relationship between sales commitments and service delivery capabilities. Proactive sourcing skills: Proven ability to build qualified candidate pipelines beyond inbound applications through targeted outreach, referrals, networking, and market mapping. Candidate evaluation capabilities: Ability to assess sales performance critically, understand individual contributions to commercial results, and distinguish strong candidates from those whose achievements may not translate to the target role. Stakeholder management: Confidence partnering with Sales leaders, challenging unclear hiring briefs, questioning unsupported candidate assessments, and aligning stakeholders around realistic recruitment timelines. Process and workload management: Ability to manage multiple searches simultaneously, maintain accurate recruitment forecasts, communicate clearly with candidates and hiring managers, and prioritize competing business needs. Offer negotiation and candidate closing: Sound judgment in evaluating compensation expectations, candidate motivations, competing opportunities, and appropriate closing strategies. Data-driven decision-making: Comfort analyzing recruitment metrics, identifying bottlenecks, evaluating sourcing effectiveness, and adapting hiring strategies to improve results. Technology proficiency: Willingness to use recruiting systems, AI-assisted tools, and automation responsibly, with attention to output quality, confidentiality, and data protection. Personal attributes: Strong communication, organization, initiative, commercial judgment, accountability, and the ability to operate independently in a fast-paced, evolving startup environment. Benefits Remote work: Work remotely from within the United States. Meaningful ownership: Take responsibility for the GTM hiring plan and directly influence commercial team growth. Strategic collaboration: Work closely with Sales leadership and hiring managers to shape recruitment priorities and improve hiring decisions. Professional development: Build expertise in recruiting for cybersecurity, governance, risk, compliance, and technology-enabled services. Process innovation: Opportunity to improve sourcing, candidate assessment, forecasting, and recruitment operations through data, technology, and automation. High-impact role: Contribute directly to organizational growth by attracting talent capable of delivering strong commercial results. Compensation: Salary range and compensation structure were not specified in the supplied job description. Additional benefits: Healthcare coverage, retirement contributions, paid time off, bonuses, and other benefits were not detailed in the supplied job description.