Position Overview: We are seeking an experienced GTM Recruiter to lead full-cycle recruitment for Sales, Marketing, and Client Growth Partner (CGP) roles. The ideal candidate will be highly independent, comfortable managing stakeholders, and skilled at negotiating compensation with senior sales professionals. This hybrid Atlanta-based role requires strong communication, influencing abilities, and the ability to manage multiple requisitions in a fast-paced environment.

Key Responsibilities: - Manage full-cycle recruitment for Sales, Marketing, and CGP positions. - Partner with hiring managers to understand role requirements, priorities, and timelines. - Develop targeted sourcing strategies using job boards, LinkedIn, referrals, and networking. - Screen candidates for sales acumen, leadership potential, cultural fit, and growth trajectory. - Use market insights and data to manage expectations with hiring managers. - Lead compensation discussions and negotiate offers including base salary, commissions, incentives, and variable pay structures. - Ensure a positive candidate experience from initial outreach to offer acceptance. - Maintain accurate documentation and reporting in the ATS. - Handle multiple requisitions simultaneously while meeting quality and time-to-hire goals.

Position Overview: We are seeking an experienced GTM Recruiter to lead full-cycle recruitment for Sales, Marketing, and Client Growth Partner (CGP) roles. The ideal candidate will be highly independent, comfortable managing stakeholders, and skilled at negotiating compensation with senior sales professionals. This hybrid Atlanta-based role requires strong communication, influencing abilities, and the ability to manage multiple requisitions in a fast-paced environment.

Key Responsibilities: - Manage full-cycle recruitment for Sales, Marketing, and CGP positions. - Partner with hiring managers to understand role requirements, priorities, and timelines. - Develop targeted sourcing strategies using job boards, LinkedIn, referrals, and networking. - Screen candidates for sales acumen, leadership potential, cultural fit, and growth trajectory. - Use market insights and data to manage expectations with hiring managers. - Lead compensation discussions and negotiate offers including base salary, commissions, incentives, and variable pay structures. - Ensure a positive candidate experience from initial outreach to offer acceptance. - Maintain accurate documentation and reporting in the ATS. - Handle multiple requisitions simultaneously while meeting quality and time-to-hire goals.