Lead GTM Recruiter | Full-Cycle | Enterprise Sales Hiring | Series C Healthtech | Must have startup exp

Lead GTM Recruiter | Full-Cycle | Enterprise Sales Hiring | Series C Healthtech

Must have startup experience

Salary: $145,000 - $190,000 + meaningful equity

Contract: Permanent, Full-time

Working model: 3 to 4 days on-site (San Francisco or New York)

Visa: Open to transfers (OPT / H1B) + relocation support available (if you tick ALL of the boxes)

Required: 5+ years full-cycle GTM / sales recruiting at high-growth startups (Non-Negotiable)

🚨 Non-Negotiables - Please only apply if you have ALL of the following 🚨

• Enterprise hiring: Directly recruited Enterprise AEs and/or first-in-seat GTM sales roles
• Function ownership: Owned an end-to-end GTM / sales recruiting function and the hiring manager relationship at a startup (not just contributed to one)
• Built from scratch: Created recruiting infrastructure with no existing process - scorecards, interview loops, trained interviewers
• Startup track record: 5+ years full-cycle GTM recruiting inside high-growth startups (Series C+ ideal)
• Tooling: Fluent in a modern ATS - Ashby, Greenhouse or Lever
• On-site: Able to work 4 days per week in SF or NYC

Role Overview

Join a Series C healthtech rocketship that's automating one of the most broken, high-value corners of US healthcare - and just raised a major round to do it. The company has consistently multiplied revenue and headcount year on year, and is now investing in its commercial engine for the very first time.

This is a greenfield build. Growth to date has been founder-led, so you'll be the first dedicated GTM recruiter - partnering directly with the CCO and CEO to stand up the entire sales and marketing org from the ground up. You define what great GTM recruiting looks like here.

What You'll Own

• End-to-end GTM hiring: Lead full-cycle recruiting for Enterprise AEs, strategic GTM roles (enablement, solutions, ops) and VP / Director-level hires
• Leadership partnership: Calibrate directly with the CCO and senior GTM leaders on talent and hiring strategy
• Pipeline engine: Build top-of-funnel sourcing and evergreen pipelines that attract high-calibre talent in competitive enterprise markets
• Infrastructure: Design scorecards, interview processes and comp frameworks that scale a GTM org several times over this year
• Rigour: Track funnel metrics, diagnose bottlenecks and drive process improvements across the hiring function
• Mentorship: Coach a junior recruiter while carrying your own full IC rec load

What They're Looking For

• A builder, comfortable operating in ambiguity and creating structure from zero
• A closer with a proven record hiring Enterprise AEs and senior GTM leadership
• A data-driven operator who can quantify recruiting impact - offer-accept rates, time-to-fill, team growth
• A strategic partner, not a coordinator - someone who thinks alongside the C-suite
• A stayer, with real tenure building functions rather than short agency stints

If you tick every box and want to build a GTM engine from the ground up at a company in genuine hypergrowth, get in touch for a fast response.