GTM Recruiter Jobs
GTM Recruiter jobs are open across SaaS, fintech, healthtech, and enterprise software, from coordinator to senior and lead levels, with specializations in pipeline strategy, full-cycle recruiting, and revenue-team hiring. Find a role that fits below and apply directly.
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Showing 5 of 75+ GTM Recruiter jobs
About the Role:
The hiring problem you'd be solving
We build AI systems that enterprises run their business on. Production systems inside banks, insurers, and health systems, where our engineers embed with the client, learn the work, and own the outcome. We call them Forward Deployed Engineers and Forward Deployed Executives. These people hold design conversations with a Chief Data Officer on Tuesday and ship to production next Monday.
We are hiring a People & Talent Partner to help us scale our FDE/FDX, Product, and GTM teams. Five open reqs at a time, none of them generic. We would rather you run five properly than twenty badly.
Beyond filling roles, you will own the talent community strategy around Provectus, and you will build the people-operations presence for our US team locally — be the person our US colleagues come to first.
Location: Hybrid, New York: 2-3 days onsite.
Type: Full-time (W2).
What You'll Do:
Recruiting:
- Full-cycle hiring across the US for Forward Deployed Engineers (software, AI/ML, architects, leads), Forward Deployed Executives, Product Owners, and Business Development Managers. Intake to offer:
- Partnership with the hiring managers. You'll run calibration with them and bring market data when a scorecard doesn't match what exists.
- Architect and execute Provectus's talent community strategy in the US. Meetups, workshops, hackathons, university programs, and the AI/ML communities. You don't need to have run events before. You need to want to help with that, and there's a budget and support from marketing when you do.
- US hiring strategy. Talent market intelligence, compensation benchmarking, and how we position Provectus against the companies competing for the same engineers.
People operations for the US team. You'll be the on-the-ground people partner for our US-based colleagues, working with the Head of People Operations:
- Onboarding of US hires.
- First point of contact for US employees on benefits, time off, policies, and day-to-day people questions.
- Support for the performance review cycle for US-based staff: scheduling, collecting feedback, tracking outcomes.
- Team engagement and onsite days — the rhythm that makes a hybrid New York team feel like a team.
What You'll Bring:
- 4+ years of full-cycle recruiting experience in a fast-paced technical environment, ideally at an AI, cloud, or consulting firm
- Proven track record of sourcing and hiring senior technical profiles — AI/ML engineers, software engineers, architects, or consulting leaders
- Demonstrates personal AI adoption — uses AI tools as part of their recruiting workflow, not just aware of them
- Experience building talent community: events, meetups, professional networks, or university programs — not just filling requisitions
- Exposure to HR generalist or people-operations work — onboarding, benefits, employee relations — or a clear appetite to build it. You don't need to have been an HRBP.
- Excellent communication and stakeholder management skills; comfortable partnering with C-level and senior technical leadership
- Highly organized, self-directed, and comfortable with ambiguity in a distributed, global team
- Commitment to Provectus's core values: Obsession, Ownership, Transparency, and Partnership
- Based in the New York / New Jersey area and able to be onsite [2-3] days a week
Nice to have: prior event or community building, familiarity with US benefits administration, onboarding, experience with an HRIS.
Where this goes: This is a growing US function. The person who does this well takes on more of the community mandate, more senior searches, a deeper people-partner role as the US team grows, and a path toward owning the US talent function. We'll talk about that trajectory.
What We Offer:
- Direct impact on Provectus's growth in the US market with direct visibility to leadership.
- Access to the Provectus Learning Hub, Claude Code certification support
- Collaborative culture that rewards ownership, curiosity, and continuous learning
- B2B contract model or Full-time W2 model.
- Base $150k- 170k. Final offer reflects experience, skills, and market data.
- Health, vision, dental, disability, and life insurance; 401(k) plan; unlimited vacation.
About Provectus:
Hiring Process:
- 30-45-minute call with the Head of Talent Acquisition
- 30-minute call with the Head of People Operations
- On-site meeting with the CEO
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
About the Role:
The hiring problem you'd be solving
We build AI systems that enterprises run their business on. Production systems inside banks, insurers, and health systems, where our engineers embed with the client, learn the work, and own the outcome. We call them Forward Deployed Engineers and Forward Deployed Executives. These people hold design conversations with a Chief Data Officer on Tuesday and ship to production next Monday.
We are hiring a People & Talent Partner to help us scale our FDE/FDX, Product, and GTM teams. Five open reqs at a time, none of them generic. We would rather you run five properly than twenty badly.
Beyond filling roles, you will own the talent community strategy around Provectus, and you will build the people-operations presence for our US team locally — be the person our US colleagues come to first.
Location: Hybrid, New York: 2-3 days onsite.
Type: Full-time (W2).
What You'll Do:
Recruiting:
- Full-cycle hiring across the US for Forward Deployed Engineers (software, AI/ML, architects, leads), Forward Deployed Executives, Product Owners, and Business Development Managers. Intake to offer:
- Partnership with the hiring managers. You'll run calibration with them and bring market data when a scorecard doesn't match what exists.
- Architect and execute Provectus's talent community strategy in the US. Meetups, workshops, hackathons, university programs, and the AI/ML communities. You don't need to have run events before. You need to want to help with that, and there's a budget and support from marketing when you do.
- US hiring strategy. Talent market intelligence, compensation benchmarking, and how we position Provectus against the companies competing for the same engineers.
People operations for the US team. You'll be the on-the-ground people partner for our US-based colleagues, working with the Head of People Operations:
- Onboarding of US hires.
- First point of contact for US employees on benefits, time off, policies, and day-to-day people questions.
- Support for the performance review cycle for US-based staff: scheduling, collecting feedback, tracking outcomes.
- Team engagement and onsite days — the rhythm that makes a hybrid New York team feel like a team.
What You'll Bring:
- 4+ years of full-cycle recruiting experience in a fast-paced technical environment, ideally at an AI, cloud, or consulting firm
- Proven track record of sourcing and hiring senior technical profiles — AI/ML engineers, software engineers, architects, or consulting leaders
- Demonstrates personal AI adoption — uses AI tools as part of their recruiting workflow, not just aware of them
- Experience building talent community: events, meetups, professional networks, or university programs — not just filling requisitions
- Exposure to HR generalist or people-operations work — onboarding, benefits, employee relations — or a clear appetite to build it. You don't need to have been an HRBP.
- Excellent communication and stakeholder management skills; comfortable partnering with C-level and senior technical leadership
- Highly organized, self-directed, and comfortable with ambiguity in a distributed, global team
- Commitment to Provectus's core values: Obsession, Ownership, Transparency, and Partnership
- Based in the New York / New Jersey area and able to be onsite [2-3] days a week
Nice to have: prior event or community building, familiarity with US benefits administration, onboarding, experience with an HRIS.
Where this goes: This is a growing US function. The person who does this well takes on more of the community mandate, more senior searches, a deeper people-partner role as the US team grows, and a path toward owning the US talent function. We'll talk about that trajectory.
What We Offer:
- Direct impact on Provectus's growth in the US market with direct visibility to leadership.
- Access to the Provectus Learning Hub, Claude Code certification support
- Collaborative culture that rewards ownership, curiosity, and continuous learning
- B2B contract model or Full-time W2 model.
- Base $150k- 170k. Final offer reflects experience, skills, and market data.
- Health, vision, dental, disability, and life insurance; 401(k) plan; unlimited vacation.
About Provectus:
Hiring Process:
- 30-45-minute call with the Head of Talent Acquisition
- 30-minute call with the Head of People Operations
- On-site meeting with the CEO
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
GTM Recruiter Jobs by Experience Level
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Find GTM Recruiter JobsGTM Recruiter Job Market
Who's Hiring
Top Industries Hiring
- Technology & Software
- Science & Research
- Banking & Financial Services
What Employers Look For
The qualifications that appear most often in GTM recruiter jobs.
- 3 or more years of full-cycle recruiting experience focused on go-to-market roles
- Demonstrated ability to source and close candidates for sales and marketing positions
- Proficiency with applicant tracking systems and candidate relationship management tools
- Experience partnering with GTM leadership to build headcount plans and job profiles
- Strong understanding of compensation structures for quota-carrying and customer-facing roles
- Bachelor's degree in business, human resources, communications, or a related field
Tips for Your GTM Recruiter Job Search
Tailor your resume to revenue hiring
GTM recruiting roles reward candidates who can show they've hired for quota-carrying positions. Highlight specific roles you've filled, the go-to-market teams you've supported, and how your pipelines translated into headcount that drove revenue outcomes.
Show your fluency with GTM team structures
Hiring managers want recruiters who understand the difference between an account executive, a solutions engineer, and a customer success manager. Reflect that fluency in your resume by naming the exact GTM functions you've recruited for, not just 'sales and marketing'.
Apply early to roles that fit
Migrate Mate lists gtm recruiter openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target companies in active growth phases
GTM recruiting demand spikes at companies post-funding or ahead of a product launch. Look for signals like recent funding announcements or new market expansions when evaluating which openings to prioritize in your search.
Prepare metrics for your screening call
Expect to be asked about time-to-fill and offer acceptance rates in your first recruiter screen. Know your numbers cold, including average days to fill a quota-carrying role and what percentage of your offers were accepted at the first ask.
Negotiate scope, not just compensation
When you receive an offer, ask about the ratio of requisitions to recruiters on the GTM team and whether the role owns sourcing or hands off to a coordinator. These details shape your day-to-day far more than title alone.
GTM Recruiter Jobs: Frequently Asked Questions
Which companies are hiring the most gtm recruiters?
The most active employers for gtm recruiters right now are HARVEY, Plaid, and Legora, and the most openings are in California, New York, and Massachusetts, based on current listings on Migrate Mate as of November 2026. Demand is highest at growth-stage SaaS companies and enterprise software firms scaling their revenue teams.
How many gtm recruiter jobs are remote?
About 79% of gtm recruiter openings are fully remote or hybrid as of November 2026, reflecting how broadly distributed revenue teams have become across the industry. Sourcing-heavy and full-cycle roles tend to have the highest remote availability, while embedded or business-partner roles more often require in-office presence.
How do you become a gtm recruiter?
Start by building full-cycle recruiting experience in any function, then deliberately take on sales, marketing, or customer success requisitions to develop GTM-specific fluency. Learn how quota structures, variable compensation, and revenue targets affect candidate expectations. From there, seek out roles at companies with dedicated GTM recruiting functions, where you can deepen your specialization and build relationships with go-to-market hiring managers.
Can I get hired as a gtm recruiter with little experience?
Yes, especially if you can show relevant adjacent experience such as sourcing for customer-facing roles, supporting a sales hiring ramp, or coordinating interviews for a revenue team. Focus your application on any exposure you have to quota-carrying positions, commission structures, or GTM team dynamics. Coordinator and associate-level openings are the most accessible entry points into this specialization.
What does the gtm recruiter interview process look like?
Most processes start with a recruiter screen focused on your experience filling sales and marketing roles, followed by a hiring manager interview that probes your understanding of GTM team structures and compensation. Expect a practical exercise such as a sourcing plan, a job profile critique, or a pipeline review. Final rounds typically include a panel with GTM leaders and sometimes a head of people or talent.
Where can I find and apply to gtm recruiter jobs?
You can find and apply to gtm recruiter jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and apply directly to each listing from the page.
See All 75 GTM Recruiter Jobs
Find roles that match your experience and apply in just a few clicks.
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