Senior GTM Recruiter

The Opportunity

BetterUp is looking for a Senior GTM Recruiter to join our People & Community team. In this role, you’ll partner with leaders across GTM functions—Sales, Account Management, Customer Success, Marketing—and the flexibility to support additional functions across the business as needs evolve, serving as a strategic talent advisor while managing full-cycle searches from individual contributors through executive level. This is a role for someone with genuine range—equally comfortable in a C-suite conversation and a sourcing sprint—who thrives in ambiguity and can build trust at every level.

What You’ll Do

• Partner with senior leaders to design and execute hiring strategies that scale with BetterUp's growth
• Serve as a strategic thought partner to hiring managers and executives, driving proactive talent planning, role scoping, and calibration conversations
• Manage full-cycle recruiting across individual contributor through VP+ level, including confidential and executive-level searches
• Navigate shifting priorities and ambiguous situations with composure—context-switching fluidly between roles, functions, and stakeholder needs
• Use data and insights to inform recruiting strategy, improve process efficiency, and influence decision-making
• Deliver a world-class candidate experience that reflects BetterUp's mission at every touchpoint—human-centered, never transactional
• Champion DEIB through sourcing practices, assessment frameworks, and interview team calibration
• Collaborate across People Ops, HRBPs, and Total Rewards to support seamless hiring and onboarding

Must-Have

• 8+ years of recruiting experience, with at least 4 years in-house at a growth-stage or later-stage tech company
• Demonstrated range across functions, GTM experience strongly preferred
• Proven ability to build trusted relationships quickly across all levels—ICs to C-suite
• Strong business acumen; can translate functional needs into talent strategy and articulate tradeoffs clearly to senior stakeholders
• Comfortable operating with high autonomy in ambiguous, fast-changing environments
• Experience closing candidates through complex compensation conversations including pre-IPO equity
• Proficiency with LinkedIn Recruiter, Ashby, and advanced sourcing techniques

Nice-to-Have

• Experience recruiting across multiple functions simultaneously (true generalist range)
• Familiarity with later-stage startup scaling challenges—headcount planning, leveling debates, org design conversations
• Track record of building or refining recruiting processes, not just executing them
• Track record of integrating AI into recruiting practice