GTM Talent Acquisition Partner (6-Month Contract)

As a GTM Talent Acquisition Partner at dbt Labs, you'll play a pivotal role by managing the end-to-end recruiting process, specifically focused on expanding our sales teams. Key responsibilities include building talent pipelines, collaborating with hiring managers, driving process excellence, and ensuring an exceptional candidate experience while championing our inclusive culture.

To qualify for the GTM Talent Acquisition Partner role at dbt Labs, candidates should have at least 3 years of experience in recruiting for GTM and sales roles, preferably within SaaS or open-source ecosystems. Strong organizational skills, excellent communication abilities, and a deep understanding of market trends are essential to drive successful hiring outcomes.

The recruitment process for the GTM Talent Acquisition Partner position at dbt Labs is streamlined to ensure the best candidate experience. It includes submission of an application, screening interviews to assess cultural and role fit, followed by deeper interviews with hiring managers, and potentially a final interview with senior leadership to ensure both strategic alignment and team compatibility.

The workplace culture at dbt Labs is highly supportive and values-driven, aligned with our mission to make analytics accessible. As a GTM Talent Acquisition Partner, you'll find yourself in a fast-paced environment that encourages innovation and collaboration while emphasizing diversity, equity, and inclusion in all aspects of the recruitment process.

Working as a GTM Talent Acquisition Partner at dbt Labs offers you a unique opportunity for professional growth. Not only will you be vital in shaping our go-to-market hiring strategy, but there is also potential for role extension or consideration for future positions within our dynamic, rapidly-growing organization.

When answering this question, detail specific roles you've recruited for, the strategies you used to source candidates, and the hiring goals you achieved. Highlight any innovative techniques you implemented that led to successful hires.

To approach building a diverse talent pipeline, emphasize your commitment to inclusivity in sourcing strategies. Mention specific platforms or communities you engage with, along with any initiatives or tactics you have used to promote diversity within candidate pools.

Discuss your methods for cultural fit assessment, such as behavioral interviews, using alignment with the company values, and any tools/criteria you use to gauge a candidate's cultural compatibility. Sharing examples of successful placements can also strengthen your answer.

Your answer should outline your approach to creating strong partnerships with hiring managers, including regular communication practices, collaborative goal-setting, and providing strategic insights into market conditions that inform their hiring decisions.

Provide a specific example where you identified a hiring challenge and implemented a unique strategy that had a measurable positive effect, such as shortening the time to hire or increasing the quality of candidates selected.

Discuss essential metrics such as the time to fill, candidate source effectiveness, diversity hiring metrics, and candidate experience feedback. Explain how you use this data to iterate on recruitment strategies and drive continuous improvement.

Detail the steps you take to maintain clear communication with candidates, provide timely feedback, and create a welcoming atmosphere during interviews—all essential components to ensure candidates leave with a positive impression of the company.

Share the resources you rely on, such as industry blogs, webinars, or professional networks. Emphasize your commitment to continuing education to adapt to the evolving recruitment landscape efficiently.

Mention specific tools like Greenhouse or LinkedIn Recruiter, discussing how you've used them effectively to streamline processes, utilize features, and engage with candidates more efficiently, showcasing your tech-savviness in recruitment.

Explain how you align your recruiting outcomes with the company's broader objectives, utilizing recruiting metrics and success stories of hires that significantly contributed to those goals to highlight your recruitment impact.