Recruiter, GTM

Anthropic•San Francisco, NY

1d•Hybrid

About The Position

Anthropic is seeking a Recruiter to partner with its Go-To-Market teams, including Sales, Partnerships, Public Sector, and Beneficial Deployments. The recruiter will own full-cycle hiring for a portfolio of GTM roles and serve as a strategic partner and trusted advisor to hiring managers and leaders. The work includes developing an understanding of hiring goals and relevant talent markets, shaping role requirements and assessment practices, and advising on sourcing strategies and candidate engagement for competitive, evolving roles. This is an individual-contributor position with meaningful autonomy. The recruiter is expected to run searches independently, make sound judgment calls, and serve as a primary talent resource for hiring managers. They will help build teams that bring AI to organizations, represent Anthropic’s mission and approach to AI safety to candidates, and contribute to inclusive, consistent hiring practices. The role requires a bachelor’s degree or an equivalent combination of education, training, and/or experience. The required field of study is a field relevant to the role, as demonstrated through coursework, training, or professional experience. The stated annual salary range is $240,000–$295,000 USD. Anthropic currently expects staff to work from one of its offices at least 25% of the time, though some roles may require more office time. The company sponsors visas and will make reasonable efforts to support visa applications for candidates who receive an offer.

Requirements

At least 5 years of full-cycle recruiting experience, including sourcing, assessing, and closing candidates.
Experience recruiting for commercial or Go-To-Market functions such as Sales, Customer Success, Solutions Architecture, Partnerships, or Marketing.
Demonstrated ability to partner with and influence hiring managers and senior stakeholders, including pushing back when a search is mis-scoped.
Strong written and verbal communication skills, including the ability to write effective outreach to specialized candidates.
Ability to use pipeline data to diagnose problems and inform decisions.
Proficiency with an applicant tracking system and sourcing tools such as LinkedIn Recruiter.
Ability to manage competing priorities and work autonomously in a fast-changing environment.
Passion for AI’s potential to positively impact the world, together with a realistic assessment of its risks and limitations.
Enthusiastic, hands-on approach and ability to work as a team player.
Bachelor’s degree or an equivalent combination of education, training, and/or experience.
Relevant field of study, demonstrated through coursework, training, or professional experience.

Nice To Haves

Experience recruiting in a market where talent is scarce, expensive, and heavily courted, including creative approaches to attracting candidates.
Experience with Greenhouse and structured interviewing practices.
Openness to non-traditional talent strategies and experimentation with hiring managers.
Experience supporting technical GTM roles such as Solutions Architects or Forward Deployed Engineers, with the ability to discuss technical scope credibly.
Experience building or scaling a recruiting function, process, or interview loop from an early stage.
Track record of building high-performing teams in a rapidly scaling environment.

Responsibilities

Own full-cycle recruiting for GTM roles, from intake through offer and close, emphasizing candidate experience and stakeholder partnership.
Build and maintain strategic relationships with hiring managers and leaders; translate their goals into calibrated role requirements, must-have skills, and assessment criteria.
Develop expertise in the markets served by GTM teams, including talent availability, motivations, and candidate profiles.
Build and execute sourcing strategies for competitive commercial talent, including targeted outreach, market mapping, and talent-pool development.
Advise GTM leaders on talent-market conditions, compensation dynamics, pipeline health, realistic timelines, and when searches need to be reframed.
Design and refine interview loops, intake practices, and assessment approaches for new or evolving roles.
Maintain an inclusive and consistent hiring process using structured interviews and calibrated criteria to reduce bias.
Partner with Recruiting Operations to use pipeline data and metrics to diagnose bottlenecks and inform resourcing, process improvements, and candidate experience.
Advise hiring managers on organizational design, role scope, team needs, and the likely impact of a hire.
Represent Anthropic’s mission, culture, and approach to AI safety authentically to commercial candidates.