Lead GTM Recruiter

8+ years of full-cycle recruiting experience, with deep focus on GTM roles. 2+ years of experience supervising, mentoring, or leading other recruiters. Demonstrated success hiring senior-level or business-critical GTM talent in competitive markets. Experience operating in a scale-up or high-growth environment. Direct experience recruiting within the creator economy, influencer marketing, or creator-tech ecosystem is required. Proven experience leading senior-level searches. Demonstrated success building proactive pipelines and hiring high-impact GTM talent in competitive markets. Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight. Strong sourcing expertise across passive talent, referrals, and community-based channels. Hands-on experience leading offer strategy, negotiation, and closing conversations. Track record of designing or improving structured, equitable recruiting processes. Comfort using recruiting metrics and insights to prioritize work and improve outcomes. Experience representing an employer externally through events, partnerships, or community engagement. Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools. Exceptional communication and storytelling skills with an inclusive, consultative approach. Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment.

Act as the GTM talent market expert. Lead market mapping efforts. Design proactive pipeline strategies for GTM roles. Partner with GTM leaders to shape search strategy. Champion responsible AI use in recruiting. Lead full-cycle recruiting for senior and business-critical roles. Personally manage leadership-level and hard-to-fill searches. Develop proactive sourcing strategies. Build and maintain engaged GTM talent pipelines. Own offer strategy, negotiation, and candidate closing. Maintain accurate data within Later’s ATS. Track and share recruiting metrics. Act as a trusted advisor to hiring managers. Supervise, mentor, and develop members of the GTM talent acquisition team. Partner cross-functionally with People, Marketing, and Operations. Represent Later at Boston-area events. Stay current on GTM trends and recruiting tools. Build and maintain recruiting playbooks and frameworks. Benchmark talent acquisition practices against high-performing organizations.