Lead GTM Recruiter, Later

• 8+ years of full-cycle recruiting experience, with deep focus on GTM roles
• 2+ years of experience supervising, mentoring, or leading other recruiters
• Demonstrated success hiring senior-level or business-critical GTM talent in competitive markets
• Experience operating in a scale-up or high-growth environment
• Direct experience recruiting within the creator economy, influencer marketing, or creator-tech ecosystem is required—either at a platform, creator-first agency, or technology company serving creators and brands
• Proven experience leading senior-level searches
• Demonstrated success building proactive pipelines and hiring high-impact GTM talent in competitive markets
• Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight
• Strong sourcing expertise across passive talent, referrals, and community-based channels
• Hands-on experience leading offer strategy, negotiation, and closing conversations
• Track record of designing or improving structured, equitable recruiting processes
• Comfort using recruiting metrics and insights to prioritize work and improve outcomes
• Experience representing an employer externally through events, partnerships, or community engagement
• Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools
• Exceptional communication and storytelling skills with an inclusive, consultative approach
• Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment

Desirable

• The GTM Lead Recruiter is a senior, market-facing talent leader responsible for attracting, engaging, and hiring top Go-To-Market talent within the creator economy. Reporting to the Chief People Officer, this role partners closely with GTM executives including the CRO, CCO, CMO, and CSO to build high-quality, durable talent pipelines across Sales, Strategy, Services, Customer Success, Marketing, and other teams
• You will personally lead complex, senior-level searches while serving as a source of truth on GTM talent markets. Success in this role requires deep creator economy fluency, strong external relationships, and the ability to position Later as a compelling and inclusive destination for GTM talent as we scale
• This is a player-coach role with people leadership responsibility and end-to-end ownership of GTM hiring outcomes
• Strategy:
• Act as the GTM talent market expert, bringing clear insight into where talent sits, how talent moves, and how to engage effectively
• Lead market mapping efforts across the creator economy to identify priority talent segments, competitor landscapes, and long-term opportunity pools
• Design proactive pipeline strategies for high-impact GTM roles, ensuring the business is prepared to hire ahead of demand
• Partner with GTM leaders to shape search strategy, role calibration, and hiring tradeoffs using real-time market intelligence
• Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity
• Technical/ Execution:
• Lead full-cycle recruiting for senior and business-critical roles across Sales, Services, Customer Success, Marketing, Strategy, and other areas
• Personally manage leadership-level and hard-to-fill searches, from initial outreach through close
• Develop proactive sourcing strategies including referrals, community-based approaches, and outbound engagement
• Build and maintain engaged, long-term GTM talent pipelines through consistent relationship-building and thoughtful follow-up
• Own offer strategy, negotiation, and candidate closing and onboarding in partnership with People leadership, ensuring equitable, transparent, and competitive outcomes
• Maintain accurate, high-quality data within Later’s ATS and recruiting systems to support reporting, compliance, and forecasting
• Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes
• Team / Collaboration:
• Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making
• Supervise, mentor, and develop members of the GTM talent acquisition team, supporting skill growth and operational excellence
• Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience
• Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition
• Research/Best Practices:
• Stay current on GTM trends, emerging recruiting tools, and evolving hiring practices
• Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business
• Benchmark Later’s talent acquisition practices against high-performing organizations and operationalize improvements
• What success looks like:
• Business-critical GTM roles are filled with high-quality talent in a timely, consistent manner
• Hiring managers rely on you as a trusted partner for complex and senior-level hiring decisions
• Recruiting processes are structured, fair, and continuously improving based on data and feedback
• Later’s presence and reputation in the Boston GTM talent market strengthens measurably over time
• The technical recruiting function operates with strong data hygiene, predictable execution, and clear accountability