GTM Recruiter

Vibe•New York, NY

2d•$96,000 - $186,000•Hybrid

About The Position

Vibe.co is hiring a GTM Recruiter to join its People team and own full-cycle recruiting for Sales, Marketing, Customer Success, and RevOps. The recruiter reports to the Talent Acquisition Director and will manage searches from intake through signed offer. The role has significant ownership and autonomy to shape recruiting processes, with a focus on quality-first hiring in a high-impact, fast-moving environment. The recruiter will partner with hiring managers to define role scope, success criteria, and calibration benchmarks; advise on talent-market realities, compensation, and interview practices; and provide evidence-based candidate assessments. The role also involves maintaining healthy pipelines across multiple openings, tracking recruiting metrics, improving bottlenecks and candidate experience, and maintaining clean ATS data in Ashby. The recruiter will help develop scalable sourcing playbooks and interview frameworks as the team grows.

Requirements

At least 5 years of full-cycle recruiting experience, including recruiting for GTM roles such as Sales, Marketing, Customer Success, or RevOps, at a high-growth B2B SaaS or technology company.
A track record of managing multiple searches simultaneously while maintaining quality.
Strong passive-talent sourcing skills, beyond inbound recruiting.
Strong understanding of GTM talent, sales motions, and quota structures, including the ability to distinguish strong candidates from exceptional ones.
Clear, direct communication skills that build trust quickly with hiring managers and candidates.

Nice To Haves

Recruiting experience in adtech, martech, or streaming/CTV.
Experience with Ashby.

Responsibilities

Manage GTM recruiting searches end to end, from intake through signed offer.
Source passive candidates using LinkedIn, outbound sequences, and community networks.
Conduct structured interviews and provide hiring managers with clear, evidence-based assessments.
Lead intake meetings with GTM hiring managers to define role scope, success criteria, and calibration benchmarks.
Advise hiring managers on market realities, compensation, and interview best practices, and raise concerns about job specifications or processes that create risk.
Maintain healthy candidate pipelines across open roles.
Track and report weekly on time-to-fill, pipeline conversion, and offer acceptance.
Identify and address recruiting bottlenecks.
Provide candidates with clear communication, honest feedback, and a high-quality process.
Shorten time-to-offer without lowering hiring standards.
Maintain clean and accurate Ashby ATS data for forecasting and reporting.
Help build scalable sourcing playbooks and interview frameworks.