GTM Recruiter

Goodfire•San Francisco, CA

4h•Onsite

About The Position

Goodfire is a research company focused on AI interpretability, aiming to understand, learn from, and design AI systems safely and powerfully. They are seeking a GTM Recruiter to build the team responsible for bringing their AI solutions to market. This role requires strong judgment, urgency, and the ability to identify and attract top talent across sales, marketing, partnerships, and customer-facing technical roles. The recruiter will partner closely with founders and GTM leaders to define hiring needs, source candidates, manage the recruitment process, and articulate Goodfire's vision and technical depth to potential hires. This is a high-ownership position where the successful candidate will help shape the GTM team and recruiting infrastructure in an early-stage, ambitious environment.

Requirements

Experience owning full-cycle recruiting for GTM or business roles in a high-growth startup, technical company, or similarly selective environment.
Strong sourcing ability and candidate judgment; you can identify high-potential operators before they are obvious on paper.
Excellent stakeholder management and the ability to drive process clarity with busy hiring managers.
High agency, strong written communication, and comfort operating in ambiguity.

Nice To Haves

Experience as an early recruiting hire where you built GTM hiring and pipelines from scratch.
Experience hiring for sales, marketing, partnerships, business development, or customer-facing technical roles in AI, developer tools, infrastructure, or enterprise software.
Track record of closing exceptional candidates in competitive markets.
Comfort translating a technical company narrative into a compelling candidate pitch for non-technical GTM candidates.

Responsibilities

Own GTM searches end to end: run full-cycle recruiting for roles across sales, marketing, partnerships, business development, and other customer-facing functions
Build exceptional sourcing pipelines: map target companies, identify high-agency operators, and create outreach that earns attention from candidates who are not actively looking
Partner deeply with hiring managers: define role requirements, calibrate on talent, manage interview loops, and keep the bar consistent as hiring volume grows
Sell the Goodfire story: help candidates understand the technical depth of our work, the scale of the opportunity, and the specific impact they could have
Build recruiting infrastructure: create lightweight systems for pipeline tracking, referrals, candidate experience, interviewer feedback, and closing process