Go To Market Recruiter

Aston Carter•Seattle, WA

13h•$50 - $50•Onsite

About The Position

This role is a sourcing-focused recruiter position within a global recruiting organization that supports go-to-market functions. You will focus on generating high-quality candidate pipelines for sales and business development roles, partnering closely with hiring teams and recruiting peers. The position offers high visibility, the opportunity to recruit smart and innovative talent, and the chance to directly impact the business while working in a collaborative, partnership-oriented environment.

Requirements

3–5 years of sourcing-focused recruiting experience.
Experience in corporate recruiting or a combination of corporate and agency recruiting; not solely agency experience.
Proven experience sourcing and filling sales roles, particularly in go-to-market, sales, and business development functions.
Strong Boolean search expertise to identify and engage passive talent.
Experience working with applicant tracking systems (ATS) to manage requisitions and candidate pipelines.
Demonstrated reporting experience, including creating and interpreting recruiting metrics and status reports.
Excellent written communication skills for candidate communication, hiring manager updates, and administrative documentation.
Background in talent acquisition, hiring, and full-cycle recruiting for professional roles.
Ability to assess candidate fit and motivation through in-depth interviews and structured evaluation.
Strong stakeholder management skills, with the ability to set and manage expectations and communicate ROI-driven recruiting strategies.

Nice To Haves

Experience supporting go-to-market organizations, including sales and business development teams.
Experience filling high-touch, commercial sales roles.
Corporate recruiting experience in a large or high-visibility organization.
Executive or senior-level recruiting experience.
Comfort working in a partnership-oriented environment where recruiters share candidates and collaborate on hard-to-fill roles.
Ability to work effectively in a highly networked, relationship-driven recruiting culture.

Responsibilities

Partner with hiring teams to design and execute effective sourcing, assessment, and closing strategies, while managing stakeholder expectations through a strong understanding of return on investment.
Recruit and engage passive candidates, assessing their fit, motivation, and long-term potential rather than simply selling a role.
Build and maintain a robust network of potential candidates through proactive market research and ongoing relationship management.
Conduct in-depth interviews with potential candidates and demonstrate the ability to anticipate hiring manager preferences, resulting in strong interview-to-offer ratios.
Screen and interview candidates within the framework of defined position specifications to ensure alignment with role requirements.
Prepare and present an ideal candidate slate to hiring managers within appropriate and consistent timelines.
Manage a requisition load of approximately 12–15 roles at a time, with a primary focus on sales and business development positions in the commercial sales space.
Allocate approximately 60% of your time to sourcing and passive sourcing, 30% to candidate preparation and engagement, and 10% to administrative steps.
Leverage Boolean search techniques and applicant tracking systems (ATS) to identify, track, and manage candidates effectively.
Produce and interpret recruiting reports to inform stakeholders and optimize sourcing strategies.
Communicate clearly and professionally in writing, including candidate summaries, hiring manager updates, and process documentation.
Collaborate closely with a tenured and supportive recruiting team, sharing candidates and best practices to ensure collective success.