Recruiter, GTM

The Role

You'll own GTM and Sales hiring at InstaLILY end to end.

You'll run searches for account executives, account managers, and first-line sales managers from intake through offer. This is the first in-house recruiting role dedicated to sales, so you'll be building the process as you run it: the sourcing approach, the screening criteria, the interview loops, and the reporting that goes with them.

This is an individual contributor role. There is no team under it today and no coordinator or sourcer to hand work to, so you'll be doing the work yourself: building the lists, writing the outreach, running the screens, and chasing the scheduling.

You'll work closely with sales leadership to define what good looks like for each role, and you'll be the first person to assess every candidate against it.

You'll report to our Talent Acquisition Lead.

What You'll Do

• Full-Cycle Recruiting: Own end-to-end recruiting for mid-to-senior Sales, Growth, Customer Success, and Operations roles across NY, SF, Toronto, and London.
• Direct Sourcing: Proactively source passive GTM candidates via LinkedIn, direct outreach, industry networks, and talent communities.
• Hiring manager partnership. Align with sales leadership on the profile and bar for each role before a search opens, calibrate against real candidates, and keep searches on track.
• Interview process. Build the scorecards and interview loops, and keep them current as we learn what predicts performance here.
• Metrics & Reporting: Maintain accurate pipeline data in Greenhouse and report on time-to-fill, pipeline velocity, and offer acceptance across regions.
• Candidate experience. Keep the process moving and communicate clearly with candidates at every stage.

What You'll Need

• 5+ years of full-cycle recruiting, with at least three spent hiring quota-carrying sellers at a high-growth company.
• Experience at volume. You've managed multiple sales searches at once and closed hires without lowering the standard for the role.
• Sourcing skill. You build your own lists, write outreach that gets replies, and run a search without a coordinator or a sourcing team.
• A view on sales talent. You can explain what separates a good seller from a great one in an outbound-heavy sales motion, and hold that view in a debrief with a hiring manager.
• Hands-on. You'd rather automate a repetitive step than add a person to absorb it.
• Comfort with ambiguity. You can operate without a playbook and build one as you go.
• A builder's instinct. You document what you build so a second recruiter could run it, and you've brought a junior recruiter or sourcer up before.
• Clear and structured communication. In writing and in the room, with candidates and with executives.
• AI-native. You use AI seriously in your own work and want to push how far it can take sourcing, screening, and outreach.
• In-person availability. 5 days/week in our New York office.

What You'll Get

• Real traction. The product works, customers are live, and we've already driven over $200M in incremental revenue for customers. This isn't a bet on an unproven thesis.
• Deep partnerships. Backed by Insight Partners with deep ecosystem partnerships across Google, NVIDIA, and Microsoft.
• Ownership. You're the first recruiter dedicated to sales. You'll shape how we hire sellers and build the function from there.
• Direct access. You'll work directly with sales leadership and the founders.
• Stage. Early enough to shape how InstaLILY builds its go-to-market team.

Compensation and Benefits

• Salary Range: $110,000-$135,000, commensurate with experience
• Equity: Generous stock options awards and refreshers for top performers.
• Benefits: Medical, Dental, Vision, 401K, Well-being stipend, In-office lunch reimbursement, PTO and 10 US Federal Holidays, and more!