GTM Recruiter

About the role

This Recruiter role focuses on building high-impact go-to-market teams that drive cloud adoption and customer success. You will support marketing, partner, specialist, sales, and business development functions, with an emphasis on high-touch, commercial sales roles. The position combines hands-on sourcing, candidate management, and stakeholder partnership to deliver exceptional hiring outcomes across a global, complex recruiting landscape.

Responsibilities

• Own and manage a requisition load of approximately 12–15 roles at a time across marketing, partner, specialist, sales, and business development functions.
• Spend roughly 60% of your time on proactive and passive sourcing, using multiple channels to identify and engage high-caliber go-to-market and non-technical talent.
• Leverage LinkedIn, HIRE ATS, and other sourcing tools, along with creative outreach strategies, to build and nurture robust talent pipelines for complex, multi-team requisitions.
• Develop and execute multi-channel sourcing strategies that increase lead volume, expand market reach, and strengthen long-term candidate networks, particularly in niche or small talent pools.
• Monitor external talent markets, trends, and competitive intelligence, and use data-driven insights to refine sourcing approaches and improve hiring outcomes.
• Partner closely with recruiters, hiring managers, business leaders, and HR business partners to understand role requirements, define candidate profiles, and align on recruiting strategies.
• Influence and refine job descriptions, candidate messaging, and go-to-market recruiting narratives to attract the right talent and ensure clarity and consistency.
• Dedicate approximately 30% of your time to candidate preparation, including briefing candidates on interview expectations, role scope, and team culture to ensure a strong interview experience.
• Provide a high-touch candidate experience by maintaining clear, timely, and professional communication throughout the hiring process.
• Manage about 10% of your time on administrative steps, including ATS updates, process documentation, and tracking of recruiting metrics and SLAs.
• Set, monitor, and achieve recruiting benchmarks, metrics, and service-level agreements (SLAs), ensuring timely fulfillment of searches and consistent pipeline health.
• Prioritize multiple concurrent searches effectively, balancing urgency with quality and adjusting focus based on business needs and data insights.
• Build and maintain long-term candidate networks and talent communities to support current and future hiring needs across go-to-market functions.
• Own and drive recruiting programs such as referral campaigns, networking events, and conference engagement to strengthen the overall talent pipeline.
• Demonstrate proactive ownership by identifying process gaps, proposing improvements, and implementing workflow enhancements to increase efficiency and impact.
• Use data to influence stakeholders, including pushing back constructively on hiring decisions or processes when necessary, and backing recommendations with evidence.
• Collaborate with senior hiring managers and leaders, demonstrating strong executive presence and structured communication in meetings and updates.
• Document and share best practices around sourcing methodologies, outreach strategies, and candidate engagement to uplift the broader recruiting team.
• Ensure all candidate and hiring activities align with high standards of professionalism, confidentiality, and customer service for both candidates and internal stakeholders.

Requirements

• Recent, hands-on sourcing experience within the last 12 months, focused on active candidate generation rather than coordination, scheduling, or ATS data entry.
• Proven experience sourcing for non-technical go-to-market roles, including sales, business development, marketing, partner, and specialist positions.
• Demonstrated ability to manage, prioritize, and fulfill multiple job searches against defined timelines and service-level agreements.
• Strong knowledge of talent acquisition practices and familiarity with technology-focused businesses and roles.
• Hands-on experience using applicant tracking systems (ATS), including HIRE ATS or similar platforms, for requisition management and candidate tracking.
• Technical recruiting or talent acquisition experience with the ability to pivot from technical to non-technical/GTM roles as needed.
• Advanced sourcing methodology skills, including Boolean search, X-Ray search, and multi-channel sourcing strategies across platforms such as LinkedIn.
• Proven ability to build and maintain pipelines for niche or small talent pools, with specific, detailed examples of sourcing approaches and outcomes.
• Strong verbal and written communication skills, with the ability to convey information clearly, concisely, and professionally to candidates and stakeholders.
• Executive presence and polished communication style suitable for partnering directly with senior hiring managers and business leaders.
• Demonstrated organizational skills, including the ability to manage multiple requisitions, tasks, and priorities with a strong sense of urgency.
• Evidence of proactive ownership, such as building processes, improving workflows, automating tasks, or using data to influence decisions.
• Fluency with AI tools beyond basic administrative use, including leveraging platforms such as ChatGPT or similar tools to enhance sourcing workflows or recruiting outcomes.

Qualifications

• Experience in go-to-market recruiting environments, particularly supporting marketing, partner, specialist, sales, or business development teams.
• Prior contract or recruiting experience within large-scale cloud or technology organizations, enabling faster ramp-up on similar processes and expectations.
• Experience partnering with HR business partners, recruiters, and cross-functional stakeholders in a global or matrixed environment.
• Track record of designing or leading referral programs, networking initiatives, or conference-based recruiting strategies.
• Experience improving or automating recruiting workflows, such as creating templates, building sourcing automations, or implementing new tools.
• Ability to provide specific, detailed examples of past sourcing strategies, candidate journeys, and process improvements rather than high-level generalities.
• Background in human resources or talent acquisition functions, with familiarity in both high-touch and complex hiring environments.

Pay

• $50.00 - $50.00/hr

Benefits

• Medical, dental & vision
• Critical Illness, Accident, and Hospital
• 401(k) Retirement Plan – Pre-tax and Roth post-tax contributions available
• Life Insurance (Voluntary Life & AD&D for the employee and dependents)
• Short and long-term disability
• Health Spending Account (HSA)
• Transportation benefits
• Employee Assistance Program
• Time Off/Leave (PTO, Vacation or Sick Leave)

Schedule

This is a fully onsite position in Seattle, WA. Role is 100% onsite.