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Later · 1 day ago

Lead GTM Recruiter

Boston, MA

Full-time

Hybrid

Senior Level, Lead/Staff

$145K/yr - $165K/yr

8+ years exp

Later is the enterprise leader in social media and influencer marketing software, services, and data, trusted by leading brands and agencies worldwide. The GTM Lead Recruiter is responsible for attracting, engaging, and hiring top Go-To-Market talent within the creator economy, partnering closely with GTM executives to build high-quality talent pipelines across various teams.

AppsiOSMarketing

Comp. & Benefits

Responsibilities

Act as the GTM talent market expert, bringing clear insight into where talent sits, how talent moves, and how to engage effectively

Lead market mapping efforts across the creator economy to identify priority talent segments, competitor landscapes, and long-term opportunity pools

Design proactive pipeline strategies for high-impact GTM roles, ensuring the business is prepared to hire ahead of demand

Partner with GTM leaders to shape search strategy, role calibration, and hiring tradeoffs using real-time market intelligence

Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity

Lead full-cycle recruiting for senior and business-critical roles across Sales, Services, Customer Success, Marketing, Strategy, and other areas

Personally manage leadership-level and hard-to-fill searches, from initial outreach through close

Develop proactive sourcing strategies including referrals, community-based approaches, and outbound engagement

Build and maintain engaged, long-term GTM talent pipelines through consistent relationship-building and thoughtful follow-up

Own offer strategy, negotiation, and candidate closing and onboarding in partnership with People leadership, ensuring equitable, transparent, and competitive outcomes

Maintain accurate, high-quality data within Later’s ATS and recruiting systems to support reporting, compliance, and forecasting

Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes

Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making

Supervise, mentor, and develop members of the GTM talent acquisition team, supporting skill growth and operational excellence

Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience

Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition

Stay current on GTM trends, emerging recruiting tools, and evolving hiring practices

Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business

Benchmark Later’s talent acquisition practices against high-performing organizations and operationalize improvements

Qualification

Full-cycle recruitingGTM talent market expertiseSenior-level searchesProactive pipeline strategiesRecruiting metrics analysisModern ATS proficiencySourcing expertiseTeam leadershipCommunication skillsNegotiation skillsCollaborationEmotional intelligence

Required

8+ years of full-cycle recruiting experience, with deep focus on GTM roles

2+ years of experience supervising, mentoring, or leading other recruiters

Demonstrated success hiring senior-level or business-critical GTM talent in competitive markets

Experience operating in a scale-up or high-growth environment

Direct experience recruiting within the creator economy, influencer marketing, or creator-tech ecosystem is required—either at a platform, creator-first agency, or technology company serving creators and brands

Proven experience leading senior-level searches

Demonstrated success building proactive pipelines and hiring high-impact GTM talent in competitive markets

Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight

Strong sourcing expertise across passive talent, referrals, and community-based channels

Hands-on experience leading offer strategy, negotiation, and closing conversations

Track record of designing or improving structured, equitable recruiting processes

Comfort using recruiting metrics and insights to prioritize work and improve outcomes

Experience representing an employer externally through events, partnerships, or community engagement

Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools

Exceptional communication and storytelling skills with an inclusive, consultative approach

Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment