GTM Recruiter

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a GTM Recruiter based in the United States. Join a fast-growing technology-enabled services business focused on helping organizations strengthen their cybersecurity, governance, risk, and compliance programs. As the GTM Recruiter, you will own the end-to-end recruitment strategy for the go-to-market organization, partnering directly with Sales leadership to attract and hire high-performing commercial talent. You will recruit across account executives, sales leaders, business development representatives, solutions engineers, and channel positions. This hands-on role combines strategic workforce planning with proactive sourcing, structured candidate assessment, and effective offer management. You will help build scalable recruitment processes that improve hiring quality, candidate experience, and business performance. Your work will directly support commercial growth by identifying professionals who can sell complex, consultative, and services-oriented solutions. 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.