Lead GTM Recruiter

CharterUP•Austin, TX

2d•Hybrid

About The Position

CharterUP is transforming the $450+ billion group transportation and mobility market with an AI native platform that powers modern charter, shuttle, and emerging autonomous vehicle operations. Trusted by many Fortune 500 companies, CharterUP connects enterprises, institutions, and event organizers to thousands of bus operators nationwide, while increasingly serving as the operating system for large scale shuttle and transit programs across airports, campuses, industrial sites, and major events. Through real time availability, transparent pricing, intelligent routing, and AI driven dispatch and optimization, CharterUP replaces a fragmented and opaque industry with automation, accountability, and scale. We’re looking for a highly skilled, resourceful recruiter to be a strategic extension of our Talent Acquisition leadership team, owning some of the most critical and complex searches across our Go-To-Market (GTM) organization. This is not a role where you’ll simply manage a req list. You’ll help build the GTM organization, partnering directly with senior leaders on talent strategy, leading searches from first conversation through close, and shaping how we identify and hire exceptional talent. You’ll take on a meaningful mix of senior, specialized, and high-volume searches—including VP, Director, and quota-carrying roles—and will be expected to bring both the sourcing horsepower and judgment to get difficult searches over the line. You’ll work closely with the Head of Talent Acquisition and, when needed, represent TA leadership in conversations with executives and hiring leaders. You’ll have a seat at the table, a high degree of ownership, and the opportunity to influence hiring decisions that will materially shape the business. The person who thrives here has built GTM teams before. You understand how sales and revenue organizations operate, know what great talent looks like, and can earn credibility quickly with executives and hiring leaders.

Requirements

6+ years of full-cycle recruiting experience, with significant depth in GTM hiring
A proven track record of building sales and revenue organizations across VP, Director, and quota-carrying roles
Experience recruiting in a growth-stage or scaling environment where priorities—and the org chart—can change quickly
A strong understanding of how sales and revenue organizations are built and what great GTM talent looks like
Exceptional sourcing instincts
A track record of building pipelines from scratch for senior and difficult-to-fill roles
Deep experience with outbound sourcing and passive candidate engagement
The creativity and persistence to find talent beyond the obvious channels
The ability to turn a compelling opportunity into a compelling candidate conversation
Executive presence and judgment
Comfortable partnering directly with senior executives and influencing hiring decisions
Able to establish credibility quickly with sales and revenue leaders
Strong talent judgment and the confidence to challenge stakeholders when the bar isn't high enough
Comfortable operating independently and representing TA leadership when it matters
Able to balance urgency with thoughtful, high-quality decision-making
Operational rigor
Experience managing recruiting funnels, pass-through rates, time-to-fill, and other core recruiting metrics
Strong ATS and reporting discipline; Greenhouse experience preferred
Highly organized and accountable, with the ability to manage multiple complex searches without sacrificing quality
A bias toward ownership: you see what needs to happen and make it happen

Responsibilities

Build the GTM organization
Own full-cycle recruiting for critical GTM searches, including VP, Director, and other senior sales and revenue roles
Build targeted sourcing strategies for competitive and hard-to-fill talent markets
Partner with senior leaders to define search strategy, calibrate on talent, and close exceptional candidates
Help shape the GTM organization as it evolves and scales
Turn difficult searches into hires
Build high-quality pipelines from scratch through thoughtful, targeted outbound sourcing
Engage and convert passive candidates who aren't actively looking
Maintain a high bar through rigorous upfront qualification and disciplined funnel management
Work backward from aggressive hiring goals and timelines to consistently deliver results
Know when to push, when to recalibrate, and when the search strategy needs to change
Be a strategic extension of TA leadership
Serve as a trusted partner and right hand to the Head of Talent Acquisition
Step into senior stakeholder and executive conversations when needed
Bring market intelligence, talent insights, and sound judgment to hiring decisions
Navigate ambiguity and changing priorities without losing momentum
Provide leadership and stability during periods of high recruiting velocity
Raise the standard for recruiting
Manage a meaningful requisition load across both high-volume and highly specialized searches
Use funnel data, pass-through rates, and market feedback to improve recruiting outcomes
Identify opportunities to improve process, tooling, workflows, and reporting
Model the level of ownership, rigor, and candidate experience we expect across the TA function