Full Cycle GTM Recruiter

As a Full Cycle GTM Recruiter at LocalStack, you will lead 2-4 searches per month, primarily focusing on the Go-To-Market and General & Administrative functions. You will collaborate with hiring managers to understand their needs, source qualified candidates, manage the interview process, and ensure a remarkable candidate experience throughout. Additionally, you'll optimize structured interviewing processes to foster fair hiring practices.

To apply for the Full Cycle GTM Recruiter position at LocalStack, you should have 2-5 years of full-cycle recruiting experience in either an agency or a fast-paced in-house recruitment team. Experience in hiring for tech startups, particularly those in Series A-D, is essential, along with strong sourcing skills and a proven track record of successfully identifying and closing talented candidates.

Being a Full Cycle GTM Recruiter at LocalStack requires exceptional sourcing and market mapping skills, strong planning and organization abilities, and excellent interpersonal skills. You should also have the capacity to manage multiple searches simultaneously and effectively communicate with both hiring managers and candidates. A natural, consultative style is crucial for forging strong relationships within the company.

The recruitment process for the Full Cycle GTM Recruiter role at LocalStack includes sourcing candidates through diverse channels, evaluating resumes, conducting interviews, and managing offers through close. As part of this process, you will also implement structured interviewing processes and provide insightful feedback to refine hiring strategies and ensure an effective candidate experience.

Working as a Full Cycle GTM Recruiter at LocalStack offers numerous benefits, including a fully remote work environment, flexible hours, competitive salary, performance bonuses, and an annual company retreat. Additionally, you can expect the best equipment catered to your role and a learning budget to support your career development, all while being part of a culture that values care, ownership, openness, courage, and excellence.

In my full-cycle recruiting process, I start with understanding the hiring needs alongside the management. Once the role is clear, I facilitate targeted sourcing, utilizing various channels to reach potential candidates, and ensure a seamless interview process, from initial introductions to negotiations. Effective communication at every step is paramount, and I prioritize a great candidate experience throughout.

When I encounter difficulty in sourcing suitable candidates, I reassess the job description to identify areas for adjustment. I may also expand my sourcing channels, engage with my network, or even pivot the outreach strategy to target different candidate pools. Collaborating closely with hiring managers to clarify needs can often shed light on alternative qualifications that could broaden the search.

To source passive candidates for GTM roles, I leverage platforms like LinkedIn to connect with high-potential talents and engage with them authentically. Participating in industry events and webinars also helps me build relationships, while I utilize referral programs and industry-specific communities to uncover hidden talent. Crafting compelling outreach messages that resonate with their goals is also key.

To ensure a fair and unbiased hiring process, I implement structured interviews and consistent evaluation criteria for all candidates. Additionally, I train interviewers on recognizing unconscious bias and encourage an inclusive discussion after each interview to objectively assess candidates. An emphasis on data-driven decision-making throughout the process reinforces fairness.

Building strong relationships with hiring managers requires proactive communication and trust. I schedule regular check-ins and involve them during the search process and feedback rituals, thus ensuring we are aligned. Actively engaging in discussions about their vision and requirements cultivates collaboration and understanding, leading to better hiring outcomes.

In one instance, I had to fill a senior GTM role which faced challenges due to niche technical requirements. I conducted an in-depth analysis of the market and adjusted my strategy to tap into specific industry events and forums for sourcing. Through persistent outreach and relationship building, I eventually identified the perfect candidate, showcasing the importance of adaptability and creativity in recruiting.

To prioritize multiple open positions effectively, I assess the urgency and impact of each role in collaboration with hiring managers. By mapping out timelines and recruitment strategies for each position, I maintain an organized system that allows me to allocate time efficiently. Regular status updates and flexibility to pivot as needs change are essential to managing priorities successfully.

In recruitment, I track various metrics such as time-to-fill rates, candidate quality ratios, offer acceptance rates, and candidate experience feedback. Analyzing these metrics allows me to assess the effectiveness of recruitment strategies, identify areas for improvement, and make informed decisions that align with our organizational goals.

To stay updated on the latest industry trends in recruitment, I subscribe to relevant newsletters, participate in webinars, and engage with professional networks. Joining industry associations and attending conferences are great ways to exchange insights with peers. Continuous learning through workshops and courses ensures my strategies are current and relevant to the evolving market.

LocalStack stands out for potential candidates because of its commitment to values such as care, ownership, openness, and excellence. Furthermore, our innovative cloud development technology and an expanding global team offer exciting challenges and growth opportunities. We foster a culture that values diverse perspectives and encourages employees to take risks and innovate, making it an exceptional place to work.