GTM Recruiter

Workstreet

17d

About The Position

Workstreet combines security and compliance expertise with technology to help clients manage complex requirements. The company is seeking a hands-on recruiter to own recruiting across its go-to-market organization, from defining hiring needs through sourcing, assessment, offers, and candidate close. The recruiter will partner directly with Sales leadership to improve hiring quality and execution. The role requires direct experience recruiting sales talent for a compliance business or a technology-enabled services business, with an understanding of what these businesses sell, how their sales teams operate, and how to identify candidates suited to consultative, services-oriented sales environments. The recruiter will own the GTM hiring plan and manage searches across commercial roles. Success will be measured by delivery of priority hires against agreed dates, candidate slate quality, time to qualified candidates, interview conversion, offer acceptance, and candidate experience. As hires gain tenure, their contribution and ramp will also be assessed against expectations established during hiring.

Requirements

Proven track record sourcing and closing sales talent for compliance or technology-enabled services businesses; experience may be in internal recruiting or agency work directly supporting those businesses.
Experience recruiting account executives and sales leadership, with the ability to support a broader mix of GTM roles.
Understanding of consultative selling, recurring services, complex buying decisions, and the relationship between commercial promises and delivery capability.
Strong sourcing skills and a record of building pipelines beyond inbound applicants.
Confidence challenging unclear briefs, unsupported candidate assessments, and unrealistic hiring schedules.
Experience managing several searches while keeping hiring managers and candidates informed.
Sound judgment about compensation, candidate motivation, and closing strategy.
Comfort using recruiting data to diagnose problems and adjust the approach.

Responsibilities

Manage GTM searches for account executives, sales leaders, BDRs and SDRs, solutions engineers, channel roles, and other commercial positions.
Define each role with the hiring manager before launching a search, including customer segment, sales motion, deal complexity, expected outcomes, and assessment criteria.
Build candidate pipelines through personal sourcing, referrals, targeted outreach, and relationships with commercial talent from compliance and technology-enabled services businesses.
Assess candidates’ sales performance, including what they sold, to whom, how they generated pipeline, and their personal contributions, in context of territory, quota, resources, and sales cycle.
Improve hiring decisions through structured interviews and relevant work samples that assess discovery, commercial judgment, prospecting, deal execution, and ability to sell services dependent on credible delivery.
Own the process through the start date by engaging candidates, coordinating interviews, resolving delays, supporting offers, closing candidates, maintaining contact through notice periods, and handing off to onboarding.
Maintain a reliable hiring forecast with current priorities, candidate stages, next actions, and expected dates; raise risks early with specific recovery recommendations.
Partner with managers on role expectations and ramp milestones, and use early performance and retention evidence to improve sourcing and selection.
Improve recruiting processes using approved tools, AI, and automation where they help sourcing, coordination, or reporting; verify outputs and protect candidate information.
During the first 30 days, learn Workstreet’s services and sales motions, review approved hiring demand and pipelines, and agree on role scorecards, priorities, sourcing plans, and manager commitments.
During days 31–60, advance priority searches, calibrate candidate quality with Sales leaders, establish a dependable weekly forecast, address recurring delays, and prepare accepted candidates for their starts.
During days 61–90, deliver against agreed hiring milestones; review candidate sources, assessment quality, offer outcomes, and available new-hire ramp evidence; and recommend improvements for the next hiring wave.