Fullcycle GTM Recruiter

Outset•San Francisco, CA

2d•$140,000 - $190,000

About The Position

Outset invented a better way to do research: AI-powered user interviews. Global brands like Hubspot, Microsoft, Uber and Nestle use Outset to achieve deeper, qualitative insights about their users at unprecedented speed and scale. The research industry is massive (>$140B and growing) and ripe for disruption. Incumbents are outdated, slow, and burdened by high-cost services. That's our opportunity. Outset is backed by top Silicon Valley investors and raised a $30M Series B in December 2025—less than six months after our Series A—led by Radical Ventures with participation from M12 (Microsoft’s venture arm), 8VC, Y Combinator, and Adverb Ventures. The raise follows a breakout year, with our business growing 8x as enterprise customers across industries adopt our category, AI‑moderated research, as the new standard for understanding people. We’re a tight-knit team serving some of the world’s largest enterprises. We are seeking a high-agency, data-driven Full-Cycle GTM Recruiter to own hiring end to end for our go-to-market organization. This person will partner closely with business leaders to attract, assess, close, and onboard exceptional talent across Sales, Marketing, Customer Success and other revenue-facing functions. This is an ideal role for a recruiter who can balance strategic talent partnership with hands-on sourcing, move quickly in a high-growth environment, and deliver an outstanding candidate and hiring-manager experience.

Requirements

3–7 years of full-cycle recruiting experience, ideally supporting GTM hiring in a B2B SaaS, technology, startup, or high-growth environment.
Demonstrated success recruiting for revenue-generating functions such as Sales, Marketing, Customer Success.
Strong hands-on sourcing ability and comfort generating pipeline rather than relying primarily on inbound applicants.
Experience managing the full recruiting lifecycle: intake, sourcing, screening, interview management, debriefs, offer creation, negotiation, and close.
Ability to build credibility with senior sales, marketing, and business leaders and serve as a consultative talent partner.
Familiarity with GTM role profiles, sales methodologies, performance indicators, and the talent markets for commercial functions.
Excellent written, verbal, and stakeholder-management skills.
Strong judgment and ability to evaluate candidates consistently through structured, evidence-based assessment.
Experience with an Ashby, LinkedIn Recruiter, recruiting analytics, and sourcing tools.
Organized, resilient, and comfortable managing multiple searches in a fast-paced, ambiguous environment.
Background in recruiting across both GTM and select G&A functions.
Familiarity with compensation structures for commercial roles, including base salary, variable compensation, quota, and equity.
Experience developing sourcing strategies, talent-market maps, recruiting dashboards, or interviewer training programs.

Responsibilities

Own full-cycle recruiting for GTM roles, from headcount planning and kickoff meetings through sourcing, interviewing, offer management, and close.
Recruit across roles such as Account Executives, SDRs/BDRs, sales leadership, Customer Success, Partnerships, Demand Generation, Product Marketing, RevOps, and Marketing.
Partner with hiring managers and leadership to define hiring plans, role scope, candidate profiles, interview loops, scorecards, and decision criteria.
Build proactive, high-quality talent pipelines using outbound sourcing, referrals, talent communities, events, LinkedIn Recruiter, and other channels.
Write compelling job descriptions and candidate outreach that clearly communicates the company mission, role opportunity, team culture, and growth trajectory.
Screen and assess candidates for functional expertise, relevant market experience, performance history, motivation, and alignment with company values.
Run structured interview processes, including interviewer preparation, scheduling, candidate communication, debrief facilitation, feedback collection, and process calibration.
Advise hiring managers on talent-market dynamics, compensation expectations, candidate availability, leveling, interview quality, and competitive closing strategies.
Lead offer development, negotiation, and closing, ensuring candidates have a clear, thoughtful, and timely experience.
Create a high-touch candidate experience from first outreach through onboarding or rejection.
Maintain accurate ATS data and use funnel metrics—including pipeline volume, conversion rates, source quality, time to fill, and offer acceptance—to identify bottlenecks and improve outcomes.
Build inclusive sourcing and interview practices that broaden access to qualified talent and support a diverse GTM organization.
Strengthen the employer brand in partnership with People, Marketing, and GTM leadership.