Senior GTM Recruiter

The shape of it

In the posting’s own words

You'll drive the full recruiting process for your functions: developing sourcing strategy, building pipelines of qualified passive candidates, running a rigorous and efficient interview process, and closing offers. You'll act as a consultative partner to your hiring managers, bringing market insight, calibration feedback, and clear recommendations.

What it asks for · 8

• You have 4+ years of full-cycle recruiting experience supporting go-to-market and/or technical roles
• You've recruited in fast-paced, high-growth environments where hiring priorities shift quickly and speed matters without compromising quality
• You've supported multiple functions or role types and can ramp on a new hiring profile efficiently
• You have a track record of closing competitive candidates and managing offer processes from expectation-setting through acceptance
• You've built trusted relationships with hiring managers and can influence decisions on profile, process, and candidates
• You source proactively and can point to hires generated through your own outreach
• You use recruiting data and metrics to identify issues early, prioritize your work, and communicate clearly with stakeholders
• You use or even build AI tools in your recruiting workflow and can describe where they've improved your speed or quality

Also a plus

• Have recruited for developer tools, infrastructure, or frontend technology companies with strong GTM functions, or are comfortable discussing frontend development, web performance, and cloud technologies
• Are familiar with Vercel's technology stack, competitive landscape, and market positioning
• Have built recruiting processes and systems for GTM teams from the ground up

What the job covers

• Own full-cycle recruiting for your assigned GTM functions, from search kickoff through offer acceptance, and take on new functions as hiring priorities change
• Partner with hiring managers to define role requirements, align on the hiring bar, and develop targeted sourcing strategies
• Build and maintain consistent, high-quality pipelines, including a focus on passive candidates, using direct outreach, referrals, networks, and communities
• Screen candidates against clearly defined competencies and present hiring managers with well-qualified, calibrated slates
• Manage the interview process end to end, keeping candidates, interviewers, and hiring managers informed and moving
• Structure and negotiate offers in partnership with Compensation and other People teams, guiding candidates through to close
• Track pipeline metrics, report on progress and risk to hiring managers and recruiting leadership, and use the data to improve your process

Tools and skills named

Words the posting leans on

• recruiting8×
• managers7×
• functions6×
• gtm5×
• process5×
• offer4×
• pipelines4×
• data3×
• partner3×
• technology3×
• acceptance2×
• build2×
• built2×
• clearly2×
• closing2×
• comfortable2×

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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