GTM Sourcer

Outset•San Francisco, CA

8d•$140,000 - $190,000

About The Position

Outset is seeking a strategic, resourceful GTM Sourcer to build strong, diverse talent pipelines for its go-to-market organization. The role suits someone who enjoys finding hard-to-reach talent, turning market insight into hiring strategy, and working with urgency in a fast-growing startup environment. The sourcer will partner closely with recruiters and hiring managers to shape the teams driving Outset’s next stage of growth.

Requirements

3–6 years of sourcing experience, with meaningful exposure to and experience in GTM hiring.
Experience working in a startup, high-growth company, recruiting agency, or similarly fast-paced environment.
Strong command of LinkedIn Recruiter and Boolean search.
Ability to assess hiring profiles beyond job titles, including sales segment, deal size, buyer persona, territory, industry, product complexity, sales methodology, and growth-stage experience.
Excellent written communication and an instinct for personalized, high-conversion candidate outreach.
Strong research, organization, and project-management skills, with the ability to manage multiple searches and shifting priorities.
Comfort using data to diagnose pipeline gaps, assess channel effectiveness, and improve sourcing strategy.
A consultative approach to working with recruiters and hiring managers, including confidence challenging assumptions with market data.

Nice To Haves

Familiarity with Ashby and Juicebox.

Responsibilities

Build and execute targeted sourcing strategies for high-priority GTM roles.
Identify and engage passive candidates using LinkedIn Recruiter, talent intelligence platforms, professional communities, referrals, events, and creative outreach channels.
Develop market maps and talent pipelines for priority functions, geographies, industries, and competitor organizations.
Partner with recruiters and hiring managers to calibrate candidate profiles, define target talent pools, and translate business needs into sourcing plans.
Conduct initial outreach and candidate screens to assess relevant experience, motivation, location, compensation alignment, and interest.
Craft personalized outreach that communicates the company mission, product, culture, growth stage, and role opportunity.
Maintain accurate candidate activity, pipeline data, and sourcing insights in Ashby.
Track and report sourcing activity, outreach conversion, pipeline health, diversity representation, and quality of sourced candidates.
Build and nurture relationships with prospective candidates, including when there is no immediate role fit.
Partner with the People and Talent team on employer-brand initiatives, referral programs, talent events, and inclusive sourcing strategies.
Test and improve sourcing channels, messaging, search strategies, and workflow automation to increase speed and quality.