Senior GTM Recruiter (P4)

What you'll do:

• Drive Full-Lifecycle GTM Hiring: Lead full-cycle recruitment for complex Go-To-Market functions—including Sales, Enterprise Business Development, Product Marketing, Commercial Partnerships, and Customer Success—delivering high-performing talent across EMEA and global markets.
• Execute Strategic Sourcing & Pipeline Engineering: Architect multi-channel candidate attraction strategies using HireEZ, LinkedIn Recruiter, and specialized talent communities to build diverse, high-converting pipelines for niche commercial profiles.
• Partner as a P4 Subject Matter Expert: Provide data-backed talent intelligence and market insights to senior GTM leaders, driving requisition alignment, calibrated scorecards, structured interview loops, and compensation strategy.
• Manage Advanced Negotiations & Offer Execution: Structure and negotiate complex, region-specific international offers, navigating UK/EMEA statutory requirements, equity components, and competitive counter-offer scenarios.
• Optimize ATS Hygiene & Operational Metrics: Maintain strict Greenhouse ATS data integrity, track funnel analytics (Time-to-Fill, Source Yield, Offer Acceptance Rates), and drive continuous hiring-process optimizations in line with global TA standards.

What you'll bring:

• 5+ years of full-cycle recruiting experience with a focus on Go-To-Market, Commercial, or Revenue-generating roles in high-growth technology or SaaS environments.
• Proven track record of sourcing and closing senior-level commercial talent (e.g., Enterprise Sales, Commercial Partnerships, Product Marketing) within the UK and EMEA markets.
• Expertise with recruitment technologies and operations, including Greenhouse ATS, HireEZ, LinkedIn Recruiter, and data-driven pipeline analytics.
• Strong understanding of UK and European labor compliance, contract worker models, IR35 nuances, and regional offer structuring.
• Demonstrated expertise in structured, competency-based interviewing methodologies (e.g., Interview Edge) to evaluate technical proficiency and mitigate hiring bias.