Senior GTM Recruiter, Nominal

• You have 4+ years of recruiting experience, with significant experience owning GTM recruiting and deep exposure to SaaS sales organizations and roles such as Account Executives, SDRs, Solutions Engineers, and sales leadership
• You understand that different sales motions require different talent profiles and can speak credibly about what separates great sellers across markets, segments, and stages
• You have recruited internally in a high-bar, high-growth environment and understand what exceptional talent looks like
• You are an excellent full-cycle recruiter: you can source, assess, manage complex processes, negotiate, and close
• You can partner credibly with senior GTM leaders, push back when the market tells us something different, and turn ambiguity into a clear recruiting strategy
• You think beyond filling the immediate role. You can articulate how you would build an assessment strategy, search motion, or recruiting process that can be repeated at scale
• You operate with high agency and are equally comfortable building something new and doing the hands-on work required to make it successful
• You communicate with polish, judgment, and clarity with candidates and internal stakeholders alike
• To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. § 1157, or (iv) Asylee under 8 U.S.C. § 1158, or be eligible to obtain the required authorizations from the U.S. Department of State

Desirable

• As a GTM Recruiter, you’ll own recruiting strategy and execution for Nominal’s growing commercial organization
• You’ll partner directly with GTM leadership to define what great talent looks like across different sales motions, build the strategies to find and assess it, and close exceptional candidates
• This is both a builder and operator role. You’ll personally run critical searches while developing the sourcing strategies, assessment frameworks, and recruiting infrastructure that allow us to hire GTM talent at a high bar as the organization scales
• Lead full-cycle recruiting across our GTM organization, including Account Executives, SDRs, Solutions Engineering, GTM leadership, and other commercial roles as the organization evolves
• Partner directly with GTM leaders to translate business goals and sales motions into clear talent profiles, search strategies, and hiring plans
• Develop a deep understanding of the different seller profiles and playbooks that succeed at Nominal rather than treating all GTM talent as interchangeable
• Build targeted market maps and sourcing strategies that consistently put exceptional candidates in front of our hiring teams
• Partner with hiring leaders to define what great looks like and translate that into structured, repeatable assessment strategies
• Build interview rubrics and processes that identify the attributes that actually predict success in our GTM organization
• Use market and candidate signal to challenge assumptions, recalibrate searches, and help hiring teams make better decisions
• Continuously evaluate quality of hire and use what we learn to improve how we identify and assess talent
• Build trusted relationships with high-caliber GTM candidates and understand the motivations, tradeoffs, and risks behind their decisions
• Develop thoughtful close strategies and confidently communicate Nominal’s trajectory, mission, compensation, and equity
• Create a candidate experience that is high-touch, transparent, and representative of how Nominal operates
• Balance immediate hiring execution with the systems and infrastructure required to support a rapidly growing GTM organization
• Identify where our recruiting processes, tools, market intelligence, and assessment strategies need to evolve—and take ownership of improving them
• Help establish the foundation for how GTM recruiting operates at Nominal as the company enters its next stage of growth