Senior Recruiter | Business / GTM

What You'll Do

• Use AI and research to find top talent. Build target lists of high performers at peer and aspirational companies using LinkedIn Recruiter, Sales Navigator, Gong signals, internal data, and AI tools like Claude.
• Calibrate quickly and map the market. For every new search, develop a clear point of view on what "great" looks like, who fits the profile, and where to find them, then share that POV with hiring managers as a written artifact.
• Run thoughtful, personalized outreach grounded in real research on a candidate's territory, deal motion, or recent moves.
• Own the full cycle from first outreach through offer close, including pipeline hygiene in Ashby, stakeholder updates, and offer construction.
• Close candidates with competing offers by partnering with hiring managers and leadership to build conviction, sequence references, and run a closing motion that wins on substance.
• Be a strategic partner to GTM leaders. Push back when a search is mis-scoped, surface compensation reality early, and translate hiring-manager wishlists into a concrete profile.
• Deliver an excellent candidate experience that's fair, transparent, and fast.
• Improve how we hire by contributing to process changes, comp benchmarking, employer brand, and how Ramp evaluates GTM talent.

What You Need

• 5+ years of full-cycle GTM/Sales recruiting, ideally in a high-growth or top-tier startup environment.
• Track record of identifying strong talent with examples of candidates found, processed, and who became top performers.
• Comfort using AI in day-to-day workflow (LLMs for research, outreach, summarizing calls, or surfacing signals).
• Research instincts to articulate why a candidate is in the top decile of their cohort.
• Closing skill to personally close senior hires against competing offers from top-tier companies.
• Data literacy with comfort in Ashby (or equivalent ATS) and funnel metrics.
• High urgency operating mode: book next steps on the call and own the candidate's experience through to signature.
• Excellent written communication: outbound and candidate updates should be specific, sharp, and not template-driven.
• Intellectually curious, high integrity, and allergic to mediocrity.

Nice-to-Have

• Direct experience recruiting AEs, Sales Managers, RevOps, or Sales Leadership at a high-growth fintech, SaaS, or infra company.
• Experience building or contributing to an AI-augmented research workflow.
• Comfort with Snowflake or SQL.
• Familiarity with Ashby, LinkedIn Recruiter, Sales Navigator, and Gong.