Senior GTM Recruiter

Nominal•Los Angeles, CA

3d•Onsite

About The Position

Nominal is building the connected test and operations platform powering the world’s most advanced hardware systems, from spacecraft and autonomous vehicles to next-generation defense programs. Our platform gives hardware engineering teams a single place to ingest data, analyze performance, automate test execution, and collaborate across every phase of development so they can move faster without sacrificing safety or precision. We are a fast-moving team that owns problems end to end, works across disciplines, and thrives at the intersection of hardware and software. We serve top-tier commercial and defense customers including autonomy leaders like Anduril and Shield AI, next-generation aerospace teams such as Hermeus and REGENT, and performance engineering teams like Pratt Miller Motorsports. We also partner with mission teams within the U.S. Navy and U.S. Air Force on programs where failure is not an option. Nominal is backed by Sequoia, General Catalyst, Founders Fund, Lux Capital, and Lightspeed. Our team includes people from SpaceX, Palantir, Anduril, Applied Intuition, and other leading companies, united by a common mission: giving hardware engineers the tools to build the future with speed, safety, and confidence. As a GTM Recruiter, you’ll own recruiting strategy and execution for Nominal’s growing commercial organization. You’ll partner directly with GTM leadership to define what great talent looks like across different sales motions, build the strategies to find and assess it, and close exceptional candidates. This is both a builder and operator role. You’ll personally run critical searches while developing the sourcing strategies, assessment frameworks, and recruiting infrastructure that allow us to hire GTM talent at a high bar as the organization scales.

Requirements

4+ years of recruiting experience, with significant experience owning GTM recruiting and deep exposure to SaaS sales organizations and roles such as Account Executives, SDRs, Solutions Engineers, and sales leadership.
You understand that different sales motions require different talent profiles and can speak credibly about what separates great sellers across markets, segments, and stages.
You have recruited internally in a high-bar, high-growth environment and understand what exceptional talent looks like.
You are an excellent full-cycle recruiter: you can source, assess, manage complex processes, negotiate, and close.
You can partner credibly with senior GTM leaders, push back when the market tells us something different, and turn ambiguity into a clear recruiting strategy.
You think beyond filling the immediate role. You can articulate how you would build an assessment strategy, search motion, or recruiting process that can be repeated at scale.
You operate with high agency and are equally comfortable building something new and doing the hands-on work required to make it successful.
You communicate with polish, judgment, and clarity with candidates and internal stakeholders alike.

Nice To Haves

Experience recruiting through a period of significant GTM or sales organization growth.
Experience at a venture-backed startup or other environment where you’ve seen a commercial organization built from an earlier stage.
Experience building or materially improving GTM assessment strategies, interview processes, or sourcing infrastructure.
Experience recruiting enterprise SaaS sales talent.
Experience closing candidates on startup compensation and equity.
Experience partnering directly with executive-level GTM leadership.

Responsibilities

Own GTM recruiting strategy and execution
Lead full-cycle recruiting across our GTM organization, including Account Executives, SDRs, Solutions Engineering, GTM leadership, and other commercial roles as the organization evolves.
Partner directly with GTM leaders to translate business goals and sales motions into clear talent profiles, search strategies, and hiring plans.
Develop a deep understanding of the different seller profiles and playbooks that succeed at Nominal rather than treating all GTM talent as interchangeable.
Build targeted market maps and sourcing strategies that consistently put exceptional candidates in front of our hiring teams.
Build how we assess GTM talent
Partner with hiring leaders to define what great looks like and translate that into structured, repeatable assessment strategies.
Build interview rubrics and processes that identify the attributes that actually predict success in our GTM organization.
Use market and candidate signal to challenge assumptions, recalibrate searches, and help hiring teams make better decisions.
Continuously evaluate quality of hire and use what we learn to improve how we identify and assess talent.
Close exceptional candidates
Build trusted relationships with high-caliber GTM candidates and understand the motivations, tradeoffs, and risks behind their decisions.
Develop thoughtful close strategies and confidently communicate Nominal’s trajectory, mission, compensation, and equity.
Create a candidate experience that is high-touch, transparent, and representative of how Nominal operates.
Build for scale
Balance immediate hiring execution with the systems and infrastructure required to support a rapidly growing GTM organization.
Identify where our recruiting processes, tools, market intelligence, and assessment strategies need to evolve—and take ownership of improving them.
Help establish the foundation for how GTM recruiting operates at Nominal as the company enters its next stage of growth.