Talent Acquisition Partner, GTM (6+ Month Contract)

Fireblocks•New York, NY

2d•$110,000 - $150,000•Hybrid

About The Position

Fireblocks is seeking a Talent Acquisition Partner to join their GTM (Go-To-Market) organization. This is a high-visibility, consultative role responsible for owning full-cycle recruiting for GTM roles. The ideal candidate will act as a trusted advisor to GTM leaders, providing market intelligence and insights into the competitive talent landscape. The role involves identifying and resolving recruiting bottlenecks, building a pipeline of top GTM talent, and improving the speed and quality of the recruiting process. The position requires close partnership with Business Partners, People Ops, and hiring managers to ensure a seamless and compliant hiring process.

Requirements

4+ years of full-cycle recruiting in a fast-paced, high-growth environment; SaaS, fintech, or crypto strongly preferred
1+ years recruiting for GTM functions (Sales, Marketing, Sales Engineering)
A track record of earning trust with senior stakeholders and influencing through data and judgment, not just process
Proven ability to source and close passive candidates in competitive markets
Comfort using recruiting metrics to spot trends and sharpen strategy
Adaptability- priorities shift fast here, and you shift with them
Fluency with Greenhouse, LinkedIn Recruiter, and Claude/ AI Tools to move faster across sourcing, screening, and candidate communication
A genuine commitment to building diverse pipelines and inclusive hiring practices at scale

Responsibilities

Own full-cycle recruiting for GTM roles, from intake through offer and close, ensuring a thoughtful and high-quality candidate experience
Identify and resolve recruiting bottlenecks, proactively addressing challenges before they impact hiring velocity or quality.
Act as a talent advisor to Sales and Marketing leadership: real-time market mapping, competitive intel, and comp trends that keep our offers winning
Build a warm bench of top GTM talent ahead of need, so priority roles and territories never sit open waiting on a pipeline
Push our recruiting process forward -- test new sourcing channels, tighten our funnel, and find scalable ways to improve speed and quality
Partner closely with Business Partners, People Ops, and hiring managers to keep the hiring process seamless and compliant
Spot bottlenecks before they cost you velocity or quality, and fix them