Senior GTM Recruiter

Gusto, Inc.•Atlanta, GA

3d•$123,000 - $180,000•Hybrid

About The Position

We're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for someone to just run a process against a requisition that has already been defined. We are looking for the person a Sales, Revenue or Marketing leader calls before they open a req, to tell them what talent they actually need, what it costs, where it sits in the market, and which profiles will succeed at Gusto specifically. You will own full-cycle hiring across Go-To-Market functions (Sales, Revenue Operations, and Marketing), which means moving between high-volume Sales pipelines, analytical RevOps roles, and craft-driven Marketing searches, often in the same week.

Requirements

Typically 8+ years of full-cycle recruiting experience in a high-growth tech environment, with a demonstrated track record hiring across Sales, RevOps, and Marketing
Experience running market mapping and talent landscape work that changed what a hiring leader decided to hire, not just how the search was run
A track record of recommending and calibrating candidate profiles, presenting the trade-offs between viable options rather than a single answer, instead of executing against a profile someone else defined
An active, credible GTM network across Sales, RevOps, and Marketing that you can activate immediately, and a track record of building talent communities rather than starting each search from zero
Deep experience partnering with senior Revenue and Marketing leaders and influencing decision-making throughout the recruiting process
Proven ability to work cross-functionally with Compensation, People Partners, and Executive Ops, owning difficult conversations yourself (offer declines, slow pipelines, misaligned expectations) while surfacing systemic risk to your manager early enough to act on it
AI-fluent in daily recruiting work, with a track record of creating AI-enabled workflows that others adopt and giving specific, actionable feedback on new tools
Self-sufficient in reporting and data: fluency in Greenhouse, Tableau, & Workday is preferred
Strong candidate assessment skills and the ability to build representative, inclusive pipelines
Operates with urgency, resilience, and adaptability, brings a first-principles mindset, and communicates directly whether influencing a hiring panel or building a narrative from recruiting data

Responsibilities

Advise on what to hire, not just how to hire it. Translate headcount requests into a defined profile: the must-haves, the right level, the realistic comp, and the shape of candidate who will succeed in this org
Bring the market to the table before a search opens. Present the talent landscape (market mapping, how competitors structure the same function, comp benchmarks, honest timelines) so leaders make headcount decisions grounded in market reality, and recommend benchmark candidate profiles.
Run intakes that set the search up. Align the hiring team on success criteria before sourcing starts, and give hiring managers and panelists the calibration and interview quality feedback they need to assess well
Activate and grow a real GTM network, so the strongest candidates for a search are often people you already know, and talent communities compound across searches rather than restarting each time
Own full-cycle recruiting across Sales, RevOps, and Marketing, shifting your mix as business priorities move, and holding the same candidate experience bar across every req.
Work the whole system, not just the req. Build working relationships across Compensation, People Partners, Executive Ops, and Finance, and know who to pull in and when so approvals, leveling questions, and offers do not sit waiting
Manage up early. Flag risks to hiring leaders and to your manager while they are still small and still fixable, with a recommendation attached, rather than surfacing them after a search has stalled or an offer has been lost
Work AI-first. Use AI across sourcing, market research, interview prep, and reporting as a default rather than an experiment, build new AI-enabled approaches, and share them so the team adopts them
Let data drive the search. Build your own reporting, run data-led hiring reviews with your stakeholders, and own your performance results with your manager
Raise the bar around you. Advocate for candidate and hiring partner experience beyond your own reqs, name what isn't working directly and constructively, and bring a solution with it