GTM Recruiter

Aston Carter•Seattle, WA

3d•$50 - $50•Onsite

About The Position

This Recruiter role focuses on building high-impact go-to-market teams that drive cloud adoption and customer success. You will support marketing, partner, specialist, sales, and business development functions, with an emphasis on high-touch, commercial sales roles. The position combines hands-on sourcing, candidate management, and stakeholder partnership to deliver exceptional hiring outcomes across a global, complex recruiting landscape.

Requirements

Recent, hands-on sourcing experience within the last 12 months, focused on active candidate generation rather than coordination, scheduling, or ATS data entry.
Proven experience sourcing for non-technical go-to-market roles, including sales, business development, marketing, partner, and specialist positions.
Demonstrated ability to manage, prioritize, and fulfill multiple job searches against defined timelines and service-level agreements.
Strong knowledge of talent acquisition practices and familiarity with technology-focused businesses and roles.
Hands-on experience using applicant tracking systems (ATS), including HIRE ATS or similar platforms, for requisition management and candidate tracking.
Technical recruiting or talent acquisition experience with the ability to pivot from technical to non-technical/GTM roles as needed.
Advanced sourcing methodology skills, including Boolean search, X-Ray search, and multi-channel sourcing strategies across platforms such as LinkedIn.
Proven ability to build and maintain pipelines for niche or small talent pools, with specific, detailed examples of sourcing approaches and outcomes.
Strong verbal and written communication skills, with the ability to convey information clearly, concisely, and professionally to candidates and stakeholders.
Executive presence and polished communication style suitable for partnering directly with senior hiring managers and business leaders.
Demonstrated organizational skills, including the ability to manage multiple requisitions, tasks, and priorities with a strong sense of urgency.
Evidence of proactive ownership, such as building processes, improving workflows, automating tasks, or using data to influence decisions.
Fluency with AI tools beyond basic administrative use, including leveraging platforms such as ChatGPT or similar tools to enhance sourcing workflows or recruiting outcomes.

Nice To Haves

Experience in go-to-market recruiting environments, particularly supporting marketing, partner, specialist, sales, or business development teams.
Prior contract or recruiting experience within large-scale cloud or technology organizations, enabling faster ramp-up on similar processes and expectations.
Experience partnering with HR business partners, recruiters, and cross-functional stakeholders in a global or matrixed environment.
Track record of designing or leading referral programs, networking initiatives, or conference-based recruiting strategies.
Experience improving or automating recruiting workflows, such as creating templates, building sourcing automations, or implementing new tools.
Ability to provide specific, detailed examples of past sourcing strategies, candidate journeys, and process improvements rather than high-level generalities.
Background in human resources or talent acquisition functions, with familiarity in both high-touch and complex hiring environments.

Responsibilities

Own and manage a requisition load of approximately 12–15 roles at a time across marketing, partner, specialist, sales, and business development functions.
Spend roughly 60% of your time on proactive and passive sourcing, using multiple channels to identify and engage high-caliber go-to-market and non-technical talent.
Leverage LinkedIn, HIRE ATS, and other sourcing tools, along with creative outreach strategies, to build and nurture robust talent pipelines for complex, multi-team requisitions.
Develop and execute multi-channel sourcing strategies that increase lead volume, expand market reach, and strengthen long-term candidate networks, particularly in niche or small talent pools.
Monitor external talent markets, trends, and competitive intelligence, and use data-driven insights to refine sourcing approaches and improve hiring outcomes.
Partner closely with recruiters, hiring managers, business leaders, and HR business partners to understand role requirements, define candidate profiles, and align on recruiting strategies.
Influence and refine job descriptions, candidate messaging, and go-to-market recruiting narratives to attract the right talent and ensure clarity and consistency.
Dedicate approximately 30% of your time to candidate preparation, including briefing candidates on interview expectations, role scope, and team culture to ensure a strong interview experience.
Provide a high-touch candidate experience by maintaining clear, timely, and professional communication throughout the hiring process.
Manage about 10% of your time on administrative steps, including ATS updates, process documentation, and tracking of recruiting metrics and SLAs.
Set, monitor, and achieve recruiting benchmarks, metrics, and service-level agreements (SLAs), ensuring timely fulfillment of searches and consistent pipeline health.
Prioritize multiple concurrent searches effectively, balancing urgency with quality and adjusting focus based on business needs and data insights.
Build and maintain long-term candidate networks and talent communities to support current and future hiring needs across go-to-market functions.
Own and drive recruiting programs such as referral campaigns, networking events, and conference engagement to strengthen the overall talent pipeline.
Demonstrate proactive ownership by identifying process gaps, proposing improvements, and implementing workflow enhancements to increase efficiency and impact.
Use data to influence stakeholders, including pushing back constructively on hiring decisions or processes when necessary, and backing recommendations with evidence.
Collaborate with senior hiring managers and leaders, demonstrating strong executive presence and structured communication in meetings and updates.
Document and share best practices around sourcing methodologies, outreach strategies, and candidate engagement to uplift the broader recruiting team.
Ensure all candidate and hiring activities align with high standards of professionalism, confidentiality, and customer service for both candidates and internal stakeholders.