Senior 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 Senior GTM Recruiter based in the United States. Take ownership of go-to-market talent acquisition at a fast-growing company operating in the competitive cybersecurity and software development space. In this full-cycle, sourcing-focused role, you will build and scale hiring pipelines, with a particular emphasis on enterprise sales talent, including Account Executives, Sales Engineers, and sales leaders. You will partner closely with business leaders to understand evolving hiring needs, identify high-impact candidates, and turn talent strategies into successful hires. Combining proactive market mapping, compelling candidate engagement, and data-driven recruiting, you will help strengthen teams across Sales, Marketing, Customer Success, Partnerships, Revenue Operations, and Sales Development. This six-month contract-to-hire opportunity is ideal for an independent recruiter who thrives in startup environments, enjoys complex searches, and knows how to attract exceptional passive talent. Accountabilities: Own the full recruitment lifecycle across go-to-market and other technical or business functions, from role intake and sourcing strategy through screening, interviews, offer negotiation, and closing. Build and maintain strong candidate pipelines using outbound sourcing strategies and tools such as LinkedIn Recruiter, JuiceBox AI, professional events, and industry networks. Map target companies, competitors, and specialized talent pools across cybersecurity, software development, and B2B SaaS. Lead enterprise sales recruitment, identifying and attracting quota-carrying Account Executives, Sales Engineers, and first- and second-line sales leaders. Support hiring across Marketing, Customer Success, Partnerships, Revenue Operations, and Sales Development. Partner with sales and other functional leaders through structured intake meetings, ongoing calibration, and strategic workforce planning. Develop a strong understanding of business objectives and product direction to anticipate future talent requirements. Deliver a thoughtful, transparent, and high-quality candidate experience from initial outreach through offer acceptance. Monitor recruiting performance, including pipeline health, sourcing effectiveness, and funnel conversion, and use insights to improve hiring decisions. Create targeted outreach strategies that engage passive candidates and differentiate opportunities in highly competitive talent markets. Contribute to broader talent initiatives, including interview rubrics, evaluation scorecards, diversity-focused sourcing strategies, and hiring process improvements. Requirements: At least 4 years of full-cycle recruiting experience, ideally combining external agency experience supporting cybersecurity or software development companies with in-house startup recruiting. Demonstrated ability to independently manage an entire go-to-market recruitment workload, including intake, sourcing, screening, interview coordination and design, offer negotiation, and closing. Strong outbound sourcing capabilities, including target-list development, talent mapping, passive candidate engagement, and persuasive outreach. Proven success recruiting enterprise or field sales professionals in B2B SaaS environments, ideally including Account Executives, Sales Engineers, and sales leadership. Ability to recruit for specialized and competitive roles while quickly understanding complex technical products and markets. Experience working autonomously, taking ownership of recruiting outcomes, and adapting to the pace and ambiguity of a startup environment. Strong communication and relationship-building skills, with the ability to establish credibility with candidates, hiring managers, and senior business leaders. A curious, resourceful, and proactive approach to identifying hard-to-find talent and overcoming sourcing challenges. Comfort using recruiting data and market insights to guide sourcing strategies and improve hiring processes. Benefits: Six-month contract-to-hire opportunity. Opportunity to help scale a growing go-to-market organization in the cybersecurity and software development sector. Direct partnership with sales leadership and cross-functional business teams. High level of ownership over recruiting strategy, candidate pipelines, and hiring outcomes. Opportunity to contribute to strategic talent initiatives and improve recruiting practices. Salary, healthcare coverage, paid time off, and other specific benefits are not detailed in the source job description. #J-18808-Ljbffr Remote