Sourcer, GTM

The shape of it

In the posting’s own words

As a Go-to-Market (GTM) Sourcer supporting the Americas, you’ll help grow teams across Sales. You’ll partner with recruiters and hiring leaders to understand each role, map relevant talent markets, engage prospective candidates, and build strong pipelines across the United States, Latin America, and Canada.

What it asks for · 9

• 3 or more years of sourcing or recruiting experience in a fast-paced environment, with experience building pipelines for GTM roles.
• Experience using sourcing and candidate relationship management tools, such as Gem and LinkedIn Recruiter, to identify and engage prospective candidates.
• Demonstrated ability to create sourcing strategies for competitive, specialized, or difficult-to-fill roles.
• Strong written and verbal communication skills, including the ability to create personalized outreach and represent opportunities accurately and persuasively.
• Ability to build effective working relationships with recruiters, hiring managers, candidates, and senior stakeholders.
• Strong research and analytical skills, with experience using sourcing metrics and market information to identify trends and adjust strategy.
• Ability to prioritize and manage multiple candidate pipelines across roles, locations, and stages of the hiring process.
• Curiosity and a problem-solving mindset, including the ability to learn unfamiliar talent markets and develop creative approaches when established sourcing channels aren’t producing results.
• Flexibility to adjust priorities and sourcing plans as business needs and market conditions change.

Also a plus

• Experience sourcing for GTM, specifically Sales and Solutions Architecture.
• Experience with applicant tracking systems such as Greenhouse or Lever.
• Familiarity with recruiting analytics, reporting tools, and talent-market research.
• Experience using events, talent communities, referrals, or brand campaigns to create new candidate pipelines.
• A track record of adopting new recruiting technologies and improving sourcing workflows at scale.

What the job covers

• Partner with recruiters and hiring leaders to understand hiring goals, role requirements, and the profiles most likely to succeed at Stripe.
• Develop and run sourcing strategies for GTM roles across Sales and Solutions Architecture.
• Identify, engage, and assess prospective candidates, then manage them through the initial stages of the recruiting process.
• Build broad candidate pipelines using direct sourcing, referrals, internal networks, talent communities, events, and other relevant channels.
• Conduct talent research and market mapping to assess talent availability, identify target companies and adjacent profiles, and inform hiring plans.
• Use qualitative and quantitative data to evaluate pipeline health, outreach performance, conversion, and sourcing effectiveness.
• Share clear market and pipeline insights with recruiters and hiring leaders, including risks, tradeoffs, and recommended changes to sourcing strategy.
• Build and maintain long-term relationships with prospective candidates, including talent who may be a fit for future opportunities.
• Test new sourcing approaches, tools, and outreach methods, then turn successful practices into repeatable processes.
• Partner with Talent Brand and other Recruiting teams on campaigns, events, and initiatives that expand awareness of Stripe’s opportunities.
• Deliver a thoughtful, responsive candidate experience that reflects Stripe’s values throughout the sourcing process.

Tools and skills named

Words the posting leans on

• sourcing15×
• talent11×
• pipelines9×
• experience8×
• market8×
• recruiting7×
• recruiters6×
• build5×
• gtm5×
• prospective5×
• requirements5×
• engage4×
• identify4×
• outreach4×
• research4×
• business3×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

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