GTM Recruiter

Vega is in a period of rapid growth and is looking for an experienced GTM Recruiter to help scale hiring across Sales, Customer Success, Marketing, and other Go-to-Market teams. You will build recruiting systems and candidate pipelines that hold up at volume, while keeping a high-touch, candidate-first experience throughout the full hiring lifecycle.

This role is onsite in New York, NY (3-4 days a week in the NYC office) and offers a salary range of USD 130,000 - 160,000 per year. To be successful, you will bring full-cycle in-house recruiting experience and a strong interest in building scalable infrastructure for a fast-moving GTM organization.

Responsibilities

• Own full-cycle recruiting across Sales, Customer Success, Marketing, and other GTM teams, including intake, sourcing, screening, closing, and end-to-end coordination.
• Partner with hiring managers to define “great,” calibrate on candidates, and keep searches moving with clear alignment.
• Build and maintain high-quality, diverse candidate pipelines through proactive sourcing, referral cultivation, and market mapping.
• Manage multiple open requisitions at once while maintaining a high-touch candidate experience and meeting aggressive hiring timelines.
• Improve recruiting operations by identifying bottlenecks, implementing scalable workflows, and tracking recruiting metrics such as pipeline health, time-to-fill, conversion rates, and acceptance rates.
• Help develop the systems, processes, and recruiting infrastructure that will scale with the GTM organization.
• Ensure every candidate interaction counts, from first conversation through offer, helping candidates stay excited about Vega and the opportunity to grow.
• Bring the Vega story to life in the hiring process and help the company stand out in a competitive talent market.

Requirements

• 4+ years of full-cycle, in-house recruiting experience in fast-scaling SaaS or tech companies, with a track record hiring commercial and GTM talent.
• Proven ability to partner with senior hiring managers, influence decisions with data, and manage stakeholder expectations in a fast-paced environment.
• A build mindset: created or meaningfully improved recruiting processes, tools, and programs, with experience scaling what you design.
• Proactive sourcing strength, including identifying and engaging high-caliber talent beyond inbound and referrals.
• A modern recruiting approach, including curiosity about practical use of AI to improve sourcing, assessment, and engagement.
• Comfort in ambiguity and changing priorities, with experience as an early recruiting hire as a plus.
• Excitement to work from the NYC office 3-4 days per week and contribute to office culture.

Nice to Have

• Ideally fluency with Ashby, Juicebox, LinkedIn Recruiter, and Notion.