GTM Recruiter

Qualitate•New York City, NY

23d•Hybrid

About The Position

Qualitate is building the AI-native continuous intelligence platform for enterprises, investment firms, and asset managers. We automate the entire primary research workflow, from study design and expert recruitment through AI-moderated interviews and insight synthesis, replacing weeks of manual research with high output signal in hours. Primary research remains slow and transactional for everyone involved. Investment and corporate strategy teams spend hundreds of hours coordinating intermediaries, scheduling calls, and synthesizing fragmented insights. Experts face repetitive outreach, screener calls, schedule wrangling, and one-off engagements that offer them little control or lasting value. Qualitate transforms this experience with an AI-native expert network platform that gives participants the flexibility to contribute on their own time while enabling research at unprecedented scale. Qualitate’s AI Moderator conducts thousands of conversations with experts each month, capturing forward-looking purchasing plans, competitive displacement, and real-time ROI signals. Our continuous intelligence platform then turns these conversations into quantified, time-series outputs tracking over 10,000 public and private companies, queryable instantly in natural language. Our customers include some of the world's largest enterprises, hedge funds, PE firms, credit investors, and venture capital firms. As a GTM Recruiter, you'll own hiring for every customer-facing team at Qualitate — sales, customer success, and marketing. Reporting to our Head of Talent and partnering directly with GTM leadership and our CEO, you’ll build the pipeline and run the processes that put revenue-generating talent in seats. . You'll run searches end to end: build the sourcing engine, run a tight process, and close candidates who have other options. Every hire you make will show up in our numbers.

Requirements

2–5 years of full-cycle recruiting experience, with meaningful time spent hiring GTM roles: sales, customer success, and marketing.
Treat sourcing as a craft. You love to source, have built pipelines from scratch and can point to hires you found yourself, not ones who applied.
Understand the product and the market well enough to hold a credible conversation with a senior AE about why this company, why now, and why this stage.
Organized under load. Multiple open reqs, competing priorities, and fast timelines don't cause things to slip, and hiring managers always know where a search stands.
Want real ownership. This is a lean team, so you'll have direct accountability for who we hire and room to shape how we recruit.
Comfortable with ambiguity. Early-stage hiring is messy—roles change, priorities shift, and the profile you scoped in January is not the one you need in March. You're energized by building order out of that, not frustrated by it.

Nice To Haves

Been an early recruiter at a high-growth startup and helped build the function from scratch—not just worked a req list someone else scoped.
Experience hiring enterprise sellers at a VC-backed, high growth AI startup is a strong plus.
Carried a hiring quota or worked in a GTM seat yourself, so you can tell a strong operator from a strong interviewer.
Fluency with modern recruiting tooling (ATS, LinkedIn Recruiter, AI sourcing) and an instinct for where to automate the busywork.

Responsibilities

Run full-cycle GTM searches.
Own requisitions from intake through offer accept across AEs, sales leadership, customer success, and marketing roles.
Build and work outbound pipelines yourself.
Own the candidate experience. Move fast, communicate clearly, and represent Qualitate well to every candidate, whether or not they get an offer.
Partner with hiring managers. Run intake meetings, calibrate on scorecards, push back when a profile is unrealistic, and keep interview loops tight and consistent.
Own offers, comp conversations, and competing-offer situations with senior GTM talent who usually have other options on the table.
Build the recruiting function. Stand up the ATS hygiene, interview kits, sourcing playbooks, and pipeline reporting that let us hire repeatedly instead of one req at a time.