{"data":{"job_id":"c72c9ba4-868e-4ad1-a5f1-080c56948646","membership":"included","merged_into_job_id":null,"currentness":"current","stale":false,"company_id":null,"employer_name":{"state":"known","value":"Outset","postingIds":["4174d1ee34f329bc316ed1e04141ae270e3326bfcf17794ac4c6177867a8b4bf"]},"title":{"state":"known","value":"Fullcycle GTM Recruiter","postingIds":["4174d1ee34f329bc316ed1e04141ae270e3326bfcf17794ac4c6177867a8b4bf"]},"description":{"state":"known","value":"Outset invented a better way to do research: AI-powered user interviews.\n\nGlobal brands like Hubspot, Microsoft, Uber and Nestle use Outset to achieve deeper, qualitative insights about their users at unprecedented speed and scale.  \n\nThe research industry is massive (>$140B and growing) and ripe for disruption. Incumbents are outdated, slow, and burdened by high-cost services. That's our opportunity.\n\n  \nOutset is backed by top Silicon Valley investors and raised a $30M Series B in December 2025—less than six months after our Series A—led by Radical Ventures with participation from M12 (Microsoft’s venture arm), 8VC, Y Combinator, and Adverb Ventures.\n\nThe raise follows a breakout year, with our business growing 8x as enterprise customers across industries adopt our category, AI‑moderated research, as the new standard for understanding people.\n\nWe’re a tight-knit team serving some of the world’s largest enterprises.\n\nWe are seeking a high-agency, data-driven **Full-Cycle GTM Recruiter** to own hiring end to end for our go-to-market organization. This person will partner closely with business leaders to attract, assess, close, and onboard exceptional talent across Sales, Marketing, Customer Success and other revenue-facing functions.\n\nThis is an ideal role for a recruiter who can balance strategic talent partnership with hands-on sourcing, move quickly in a high-growth environment, and deliver an outstanding candidate and hiring-manager experience.\n\n**Responsibilities**\n\n* Own full-cycle recruiting for GTM roles, from headcount planning and kickoff meetings through sourcing, interviewing, offer management, and close.\n    \n* Recruit across roles such as Account Executives, SDRs/BDRs, sales leadership, Customer Success, Partnerships, Demand Generation, Product Marketing, RevOps, and Marketing.\n    \n* Partner with hiring managers and leadership to define hiring plans, role scope, candidate profiles, interview loops, scorecards, and decision criteria.\n    \n* Build proactive, high-quality talent pipelines using outbound sourcing, referrals, talent communities, events, LinkedIn Recruiter, and other channels.\n    \n* Write compelling job descriptions and candidate outreach that clearly communicates the company mission, role opportunity, team culture, and growth trajectory.\n    \n* Screen and assess candidates for functional expertise, relevant market experience, performance history, motivation, and alignment with company values.\n    \n* Run structured interview processes, including interviewer preparation, scheduling, candidate communication, debrief facilitation, feedback collection, and process calibration.\n    \n* Advise hiring managers on talent-market dynamics, compensation expectations, candidate availability, leveling, interview quality, and competitive closing strategies.\n    \n* Lead offer development, negotiation, and closing, ensuring candidates have a clear, thoughtful, and timely experience.\n    \n* Create a high-touch candidate experience from first outreach through onboarding or 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creation, negotiation, and close.\n    \n* Ability to build credibility with senior sales, marketing, and business leaders and serve as a consultative talent partner.\n    \n* Familiarity with GTM role profiles, sales methodologies, performance indicators, and the talent markets for commercial functions.\n    \n* Excellent written, verbal, and stakeholder-management skills.\n    \n* Strong judgment and ability to evaluate candidates consistently through structured, evidence-based assessment.\n    \n* Experience with an Ashby, LinkedIn Recruiter, recruiting analytics, and sourcing tools.\n    \n* Organized, resilient, and comfortable managing multiple searches in a fast-paced, ambiguous environment.\n    \n* Background in recruiting across both GTM and select G&A functions.\n    \n* Familiarity with compensation structures for commercial roles, including base salary, variable compensation, quota, and equity.\n    \n* Experience developing sourcing strategies, talent-market maps, 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Incumbents are outdated, slow, and burdened by high-cost services. That's our opportunity.\n\n  \nOutset is backed by top Silicon Valley investors and raised a $30M Series B in December 2025—less than six months after our Series A—led by Radical Ventures with participation from M12 (Microsoft’s venture arm), 8VC, Y Combinator, and Adverb Ventures.\n\nThe raise follows a breakout year, with our business growing 8x as enterprise customers across industries adopt our category, AI‑moderated research, as the new standard for understanding people.\n\nWe’re a tight-knit team serving some of the world’s largest enterprises.\n\nWe are seeking a high-agency, data-driven **Full-Cycle GTM Recruiter** to own hiring end to end for our go-to-market organization. This person will partner closely with business leaders to attract, assess, close, and onboard exceptional talent across Sales, Marketing, Customer Success and other revenue-facing functions.\n\nThis is an ideal role for a recruiter who can balance strategic talent partnership with hands-on sourcing, move quickly in a high-growth environment, and deliver an outstanding candidate and hiring-manager experience.\n\n**Responsibilities**\n\n* Own full-cycle recruiting for GTM roles, from headcount planning and kickoff meetings through sourcing, interviewing, offer management, and close.\n    \n* Recruit across roles such as Account Executives, SDRs/BDRs, sales leadership, Customer Success, Partnerships, Demand Generation, Product Marketing, RevOps, and Marketing.\n    \n* Partner with hiring managers and leadership to define hiring plans, role scope, candidate profiles, interview loops, scorecards, and decision criteria.\n    \n* Build proactive, high-quality talent pipelines using outbound 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