Senior GTM Recruiter

Gusto, Inc.; United States; Hybrid; USD 123,000 - 180,000; Full time

Job summary

Gusto is hiring a Senior GTM Recruiter to own full-cycle hiring across Sales, RevOps, and Marketing, advising leaders on profile, costs, and market timing. You will navigate high-volume pipelines and craft-driven searches, shaping profiles that succeed in this org.

Expect to build market maps, benchmarks, and talent communities, while applying AI-enabled approaches and data-driven reviews to raise hiring standards and outcomes.

Qualifications

• 8+ years of full-cycle recruiting experience in a high-growth tech environment, across Sales, RevOps, and Marketing.
• Experience running market mapping and talent landscape work that changed hiring decisions.
• Ability to calibrate candidate profiles and trade-offs, not just execute a single profile.

Responsibilities

• Advise on what to hire, defining must-haves, level, comp, and profile for success.
• Present the talent landscape with benchmarks and timelines to inform headcount decisions.
• Run intakes to align success criteria before sourcing starts and provide interview-quality feedback.
• Activate and grow a GTM network to source top candidates across functions.
• Own full-cycle recruiting across Sales, RevOps, and Marketing with consistent candidate experience.
• Collaborate with Compensation, People Partners, Exec Ops, and Finance to avoid stalled decisions and approvals.
• Use AI-enabled workflows and data reporting to improve recruiting processes.

Skills

Full-cycle recruiting

GTM recruiting

Market mapping

Stakeholder management

AI in recruiting

Reporting & analytics

Tools

Greenhouse

Tableau

Workday

Job description

About Gusto

At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve.

All full-time employees receive competitive base pay, benefits, and equity (RSUs) — because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy.

AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process.

About the Role

We're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for someone to just run a process against a requisition that has already been defined. We are looking for the person a Sales, Revenue or Marketing leader calls before they open a req, to tell them what talent they actually need, what it costs, where it sits in the market, and which profiles will succeed at Gusto specifically. You will own full-cycle hiring across Go-To-Market functions (Sales, Revenue Operations, and Marketing), which means moving between high-volume Sales pipelines, analytical RevOps roles, and craft-driven Marketing searches, often in the same week.

Here's what you'll do day-to-day:

• Advise on what to hire, not just how to hire it. Translate headcount requests into a defined profile: the must-haves, the right level, the realistic comp, and the shape of candidate who will succeed in this org
• Bring the market to the table before a search opens. Present the talent landscape (market mapping, how competitors structure the same function, comp benchmarks, honest timelines) so leaders make headcount decisions grounded in market reality, and recommend benchmark candidate profiles.
• Run intakes that set the search up. Align the hiring team on success criteria before sourcing starts, and give hiring managers and panelists the calibration and interview quality feedback they need to assess well
• Activate and grow a real GTM network, so the strongest candidates for a search are often people you already know, and talent communities compound across searches rather than restarting each time
• Own full-cycle recruiting across Sales, RevOps, and Marketing, shifting your mix as business priorities move, and holding the same candidate experience bar across every req.
• Work the whole system, not just the req. Build working relationships across Compensation, People Partners, Executive Ops, and Finance, and know who to pull in and when so approvals, leveling questions, and offers do not sit waiting
• Manage up early. Flag risks to hiring leaders and to your manager while they are still small and still fixable, with a recommendation attached, rather than surfacing them after a search has stalled or an offer has been lost
• Work AI-first. Use AI across sourcing, market research, interview prep, and reporting as a default rather than an experiment, build new AI-enabled approaches, and share them so the team adopts them
• Let data drive the search. Build your own reporting, run data-led hiring reviews with your stakeholders, and own your performance results with your manager
• Raise the bar around you. Advocate for candidate and hiring partner experience beyond your own reqs, name what isn't working directly and constructively, and bring a solution with it

Here's what we're looking for:

• Typically 8+ years of full-cycle recruiting experience in a high-growth tech environment, with a demonstrated track record hiring across Sales, RevOps, and Marketing
• Experience running market mapping and talent landscape work that changed what a hiring leader decided to hire, not just how the search was run
• A track record of recommending and calibrating candidate profiles, presenting the trade-offs between viable options rather than a single answer, instead of executing against a profile someone else defined
• An active, credible GTM network across Sales, RevOps, and Marketing that you can activate immediately, and a track record of building talent communities rather than starting each search from zero
• Deep experience partnering with senior Revenue and Marketing leaders and influencing decision-making throughout the recruiting process
• Proven ability to work cross-functionally with Compensation, People Partners, and Executive Ops, owning difficult conversations yourself (offer declines, slow pipelines, misaligned expectations) while surfacing systemic risk to your manager early enough to act on it
• AI-fluent in daily recruiting work, with a track record of creating AI-enabled workflows that others adopt and giving specific, actionable feedback on new tools
• Self-sufficient in reporting and data: fluency in Greenhouse, Tableau, & Workday is preferred
• Strong candidate assessment skills and the ability to build representative, inclusive pipelines
• Operates with urgency, resilience, and adaptability, brings a first-principles mindset, and communicates directly whether influencing a hiring panel or building a narrative from recruiting data

Our cash compensation amount for this role is $123,000 to $150,000 in Denver & most major metro locations, and $150,000 to $180,000 for San Francisco & New York. Final offer amounts are determined by multiple factors including candidate location, experience and expertise and may vary from the amounts listed above.

Gusto has physical office spaces in Denver, San Francisco, and New York City. Employees who are based in those locations will be expected to work from the office on designated days approximately 2-3 days per week (or more depending on role). The same office expectations apply to all Symmetry roles, Gusto's subsidiary, whose physical office is in Scottsdale.

Note: The San Francisco office expectations encompass both the San Francisco and San Jose metro areas.

When approved to work from a location other than a Gusto office, a secure, reliable, and consistent internet connection is required. This includes non-office days for hybrid employees.

Our customers come from all walks of life and so do we. We hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes our company stronger. If you share our values and our enthusiasm for small businesses, you will find a home at Gusto.

Gusto is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex (including pregnancy, childbirth, or related medical conditions), marital status, ancestry, physical or mental disability, genetic information, veteran status, gender identity or expression, sexual orientation, or other applicable legally protected characteristic. Gusto considers qualified applicants with criminal histories, consistent with applicable federal, state and local law. Gusto is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans in our job application procedures. We want to see our candidates perform to the best of their ability. If you require a medical or religious accommodation at any time throughout your candidate journey, please fill out this form and a member of our team will get in touch with you.

Voluntary Self-Identification

Our customers come from all walks of life and so do we. We hire people from a wide variety of backgrounds, not just because it’s the right thing to do, but because it helps us to build better products, better serve our customers, and makes our company stronger.

In addition to the information required to consider your application, below is a set of demographic questions that help us identify areas for improvement in our process and further support the development and execution of our diversity efforts and programs as well as to create a more inclusive environment for all employees.

Your responses to these questions will be recorded and maintained in a confidential file. Your responses, or your wish not to answer, will not be associated with your specific application, will not be shared with hiring managers, and will not in any way be used in making any employment decisions, including hiring decisions.

Please use this as a reference while completing the disability self-identification:

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition. Disabilities include, but are not limited to:

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