Recruiter

Aston Carter; Washington; On-site; USD 85,000 - 120,000; Full time

Job summary

Aston Carter is seeking multiple Recruiters to join a large tech company in Seattle, WA. The role focuses on building high-impact go-to-market teams to drive cloud adoption and customer success, supporting marketing, partner, specialist, sales, and business development functions.

You will handle hands-on sourcing, candidate management, and stakeholder partnership to deliver strong hiring outcomes across a global, complex recruiting landscape.

Qualifications

• Recent, hands-on sourcing experience within the last 12 months focused on active candidate generation.
• Proven experience sourcing for non-technical go-to-market roles (sales, business development, marketing, partner, specialist).
• Ability to manage multiple searches against defined SLAs and timelines.
• Strong knowledge of talent acquisition practices and tech-focused business contexts.
• Hands-on experience with ATS implementations and candidate tracking.

Responsibilities

• Own and manage a requisition load of approximately 12–15 roles across GTM functions.
• Spend ~60% of time on proactive and passive sourcing using multiple channels.
• Leverage LinkedIn, HIRE ATS, and other tools to build robust pipelines.
• Develop multi-channel sourcing strategies to expand market reach.
• Monitor talent markets and use data to refine sourcing approaches.
• Collaborate with recruiters, hiring managers, and HR to align on requirements.
• Influence job descriptions and messaging to attract the right candidates.
• Provide high-touch candidate experience with clear communication.
• Maintain recruiting benchmarks, SLAs, and pipeline health.

Skills

Active candidate generation

Sourcing strategies

ATS proficiency

Non-technical GTM recruiting

Stakeholder partnership

Market intelligence

Tools

HIRE ATS

LinkedIn

Job description

Job Description

Hiring multiple Recruiters for a large tech company in Seattle, WA!

Job Description

This Recruiter role focuses on building high-impact go-to-market teams that drive cloud adoption and customer success. You will support marketing, partner, specialist, sales, and business development functions, with an emphasis on high-touch, commercial sales roles. The position combines hands-on sourcing, candidate management, and stakeholder partnership to deliver exceptional hiring outcomes across a global, complex recruiting landscape.

Responsibilities

• Own and manage a requisition load of approximately 12–15 roles at a time across marketing, partner, specialist, sales, and business development functions.
• Spend roughly 60% of your time on proactive and passive sourcing, using multiple channels to identify and engage high-caliber go-to-market and non-technical talent.
• Leverage LinkedIn, HIRE ATS, and other sourcing tools, along with creative outreach strategies, to build and nurture robust talent pipelines for complex, multi-team requisitions.
• Develop and execute multi-channel sourcing strategies that increase lead volume, expand market reach, and strengthen long-term candidate networks, particularly in niche or small talent pools.
• Monitor external talent markets, trends, and competitive intelligence, and use data-driven insights to refine sourcing approaches and improve hiring outcomes.
• Partner closely with recruiters, hiring managers, business leaders, and HR business partners to understand role requirements, define candidate profiles, and align on recruiting strategies.
• Influence and refine job descriptions, candidate messaging, and go-to-market recruiting narratives to attract the right talent and ensure clarity and consistency.
• Dedicate approximately 30% of your time to candidate preparation, including briefing candidates on interview expectations, role scope, and team culture to ensure a strong interview experience.
• Provide a high-touch candidate experience by maintaining clear, timely, and professional communication throughout the hiring process.
• Manage about 10% of your time on administrative steps, including ATS updates, process documentation, and tracking of recruiting metrics and SLAs.
• Set, monitor, and achieve recruiting benchmarks, metrics, and service-level agreements (SLAs), ensuring timely fulfillment of searches and consistent pipeline health.
• Prioritize multiple concurrent searches effectively, balancing urgency with quality and adjusting focus based on business needs and data insights.
• Build and maintain long-term candidate networks and talent communities to support current and future hiring needs across go-to-market functions.
• Own and drive recruiting programs such as referral campaigns, networking events, and conference engagement to strengthen the overall talent pipeline.
• Demonstrate proactive ownership by identifying process gaps, proposing improvements, and implementing workflow enhancements to increase efficiency and impact.
• Use data to influence stakeholders, including pushing back constructively on hiring decisions or processes when necessary, and backing recommendations with evidence.
• Collaborate with senior hiring managers and leaders, demonstrating strong executive presence and structured communication in meetings and updates.
• Document and share best practices around sourcing methodologies, outreach strategies, and candidate engagement to uplift the broader recruiting team.
• Ensure all candidate and hiring activities align with high standards of professionalism, confidentiality, and customer service for both candidates and internal stakeholders.

Essential Skills

• Recent, hands-on sourcing experience within the last 12 months, focused on active candidate generation rather than coordination, scheduling, or ATS data entry.
• Proven experience sourcing for non-technical go-to-market roles, including sales, business development, marketing, partner, and specialist positions.
• Demonstrated ability to manage, prioritize, and fulfill multiple job searches against defined timelines and service-level agreements.
• Strong knowledge of talent acquisition practices and familiarity with technology-focused businesses and roles.
• Hands-on experience using applicant tracking systems (ATS), including HIRE ATS or similar platforms, for requisition management and candidate tracking.
• Technical recruiting or talent acquisition experience with the ability to pivot from technical to non-technical/GTM roles as needed.
• Advanced sourcing methodology skills, including Boolean search, X-Ray search, and multi-channel sourcing strat