GTM Recruitment Manager

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a GTM Recruitment Manager based in United States.

This is a remote leadership role focused on delivering exceptional recruitment outcomes for high-growth technology clients.
You will lead and develop a recruitment team while remaining close to the hiring work and market.
The role combines people management, end-to-end recruiting, strategic workforce insights, and client partnership.
You will oversee hiring across technical and go-to-market functions, with a strong emphasis on GTM talent.
Using data and market intelligence, you will help clients make informed decisions and improve their talent strategies.
The position also offers opportunities to influence recruitment processes, employer branding, DE&I, and talent systems.
It is an ideal opportunity for a commercially minded recruitment leader who thrives in a fast-paced, consultative environment.

Accountabilities:

• Lead and develop the recruitment team: Manage, coach, and support recruiters through tailored development, operational guidance, performance management, and team-building initiatives.
• Drive team performance: Establish and monitor delivery targets, use recruitment data and reporting to track performance, and ensure the team consistently delivers against client expectations.
• Own recruitment delivery: Oversee the end-to-end recruitment process for mid- to senior-level positions, with a particular focus on technical and go-to-market hiring.
• Ensure delivery excellence: Take accountability for the quality and success of the team's recruitment output while motivating team members to provide a high level of service.
• Partner with stakeholders: Work closely with senior stakeholders across internal teams and client organizations to forecast hiring needs, provide market insights, and deliver meaningful reports.
• Strengthen client relationships: Build trusted relationships quickly, understand client priorities, and provide a consultative recruitment partnership rather than a transactional service.
• Identify growth opportunities: Recognize potential expansion opportunities within client relationships and contribute to growing the scope and impact of engagements.
• Improve recruitment operations: Identify inefficiencies, introduce smarter ways of working, and develop scalable processes that improve outcomes for both clients and delivery teams.
• Support strategic talent initiatives: Depending on the engagement, contribute to employer branding, DE&I initiatives, recruitment technology implementations, and broader talent strategy.

Requirements:

• Proven experience leading recruitment teams while remaining hands-on with hiring and delivery.
• Demonstrated success recruiting across multiple business functions in a volume-driven environment , while managing a team with ambitious hiring objectives.
• Strong leadership and people-management capabilities, including experience driving performance and team success across multiple geographies.
• Significant recruitment experience, ideally within an in-house, RPO, embedded, or similar talent delivery model .
• Proven background recruiting go-to-market talent , with the ability to understand the specific hiring needs of commercial and growth functions.
• Exceptional stakeholder-management and relationship-building skills, with the ability to establish credibility and trust within short timeframes.
• A data-driven approach to recruitment strategy, with the ability to use metrics and insights to guide decisions and demonstrate impact.
• Commercial awareness and the ability to identify and capitalize on opportunities to expand client partnerships.
• Strong communication, coaching, problem-solving, and organizational skills.
• Ability to thrive in a remote, collaborative environment while balancing team leadership, client delivery, and strategic initiatives.

Benefits:

• $82,000–$155,700 USD estimated annual total compensation range, with offers determined by experience, expertise, skills, certifications, and organizational needs.
• Flexible remote or hybrid working options, depending on individual circumstances and project requirements.
• Healthcare options, including employer contributions toward health insurance.
• Monthly wellness allowance to support physical, financial, or mental well-being.
• Learning and development opportunities designed to support personal and professional growth.
• Global coworking access through Deskpass memberships.
• Enhanced parental leave, including 14 weeks of paid maternity leave and 3 weeks of paid paternity leave after one year of service.
• Retirement savings support through matched contributions or a 401(k) plan .
• Knowledge-sharing culture that values collaboration, diverse perspectives, and innovation.
• Opportunities to influence recruitment strategy, employer branding, DE&I, and talent systems for leading technology organizations.
• A client-focused environment centered on long-term outcomes rather than short-term activity metrics.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.