GTM Recruiter

To be considered for the GTM Recruiter role at FERMÀT, you should have at least 4 years of full-cycle recruiting experience in fast-paced, high-growth environments, particularly in B2B SaaS or commerce. A strong professional network and the ability to attract exceptional talent are essential, along with a solid understanding of the eCommerce or direct-to-consumer industry.

As the GTM Recruiter at FERMÀT, your responsibilities will include managing the entire recruiting process, partnering with hiring managers to align on hiring strategies, and driving diversity and inclusion efforts. You'll also work on creating a great candidate experience and analyzing recruitment metrics to refine processes and ensure the recruitment engine runs smoothly.

At FERMÀT, the GTM Recruiter plays a critical role in enhancing diversity and inclusion within the company by employing creative strategies to attract a wide range of candidates. You will be the driving force behind these efforts, ensuring that every candidate is given an inclusive and respectful hiring experience.

Working as a GTM Recruiter at FERMÀT comes with a competitive salary and equity package, comprehensive health, dental, and vision insurance for you and your dependents, a 401(k) plan with 4% matching, generous parental leave, and an unlimited PTO policy. Additionally, you'll receive a work-from-home stipend and a monthly wellness stipend to support your well-being.

The GTM Recruiter role at FERMÀT is unique because it offers the opportunity to shape a world-class team as the first full-time in-house recruiter. You’ll have a significant impact on the company’s culture, values, and hiring processes in a fast-growth startup environment, empowering you to create a lasting influence on the business.

To ensure a positive candidate experience, start by establishing clear communication at every stage of the process, providing timely updates, and offering constructive feedback. Personalize interactions, be transparent about expectations, and showcase FERMÀT's culture and values to create an inviting atmosphere.

Sourcing candidates for GTM roles effectively requires leveraging various platforms such as LinkedIn, industry-specific job boards, and networking events. Utilize your professional network, engage with potential candidates through social media, and consider employee referrals to find high-quality talent.

Assessing fit involves evaluating a candidate's technical skills, cultural alignment, and potential to contribute to our goals. Develop structured interview processes with specific behavioral questions and include team members from different departments in the interview process to get diverse feedback.

Managing multiple open positions requires exceptional organizational skills. Use project management tools to keep track of candidate statuses, prioritize positions based on urgency, and set aside dedicated time for sourcing, interviewing, and communicating with candidates effectively.

Metrics are vital in recruitment. Monitor key performance indicators such as time-to-fill, candidate satisfaction scores, and sourcing effectiveness. Regularly review these metrics to identify bottlenecks in the process, which helps streamline recruitment efforts and improve overall outcomes.

Promoting diversity in hiring starts with developing inclusive job descriptions and utilizing diverse sourcing channels. Engage with communities and networks that represent underrepresented groups and ensure that the interviewing process is free from bias by implementing structured interviews and diverse panels.

Staying current with recruitment trends involves continuous learning through webinars, articles, and networking with other professionals in the industry. Attend conferences and join online communities to share insights and gain new perspectives on best practices and changes in the recruiting landscape.

Employer branding is crucial for attracting top talent. It starts with a strong and authentic representation of the company culture and values. Share employee testimonials, showcase company achievements, and maintain an engaging online presence to foster a compelling employer brand that resonates with candidates.

A difficult challenge might involve recruiting for a niche role with a limited talent pool. In such cases, I use innovative sourcing strategies, expand outreach efforts, and build relationships with potential candidates long before positions open to create a talent pipeline.

The prospect of joining a rapidly growing company like FERMÀT excites me. I’m eager to contribute to an innovative culture that prioritizes personalized experiences, and I look forward to the opportunity to shape a team that drives significant impact in the eCommerce sector.