Lead GTM Recruiter

Lead GTM Recruiter

Later is the enterprise leader in social media and influencer marketing software, services, and data, trusted by leading brands and agencies worldwide. Following our acquisition of Mavely, the Everyday Influencer Platform®, Later enables brands to scale creator partnerships from nano to premium influencers while managing social media content and campaigns across all major social and affiliate networks. Through proprietary performance data, marketing leaders can drive attributable sales and optimize social commerce with our software platform or award-winning services.

Later is founded on two success stories that began in 2014: Mavrck, the industry-leading influencer marketing solution (now Later Influence™), and Later, the best social media management platform (now Later Social™) and first-to-market link in bio tool, Later Link in Bio. In 2024, Mavrck and Later officially joined together as one unified business, with a shared vision: to enable the world to make a living with their creativity.

We're trusted by the top social platforms, with partnerships and integrations with Meta, TikTok, LinkedIn, YouTube, and Pinterest.

We enable marketers to create high-performing content and engage in authentic collaborations with creators to reach new audiences, drive engagement, and generate predictable ROI.

About This Position

The GTM Lead Recruiter is a senior, market-facing talent leader responsible for attracting, engaging, and hiring top Go-To-Market talent within the creator economy. Reporting to the Chief People Officer, this role partners closely with GTM executives including the CRO, CCO, CMO, and CSO to build high-quality, durable talent pipelines across Sales, Strategy, Services, Customer Success, Marketing, and other teams.

You will personally lead complex, senior-level searches while serving as a source of truth on GTM talent markets. Success in this role requires deep creator economy fluency, strong external relationships, and the ability to position Later as a compelling and inclusive destination for GTM talent as we scale.

This is a player-coach role with people leadership responsibility and end-to-end ownership of GTM hiring outcomes.

What You'll Be Doing

Strategy

• 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.

Technical/Execution

• 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.

Team/Collaboration

• 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.

Research/Best Practices

• 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.

What Success Looks Like

• Business-critical GTM roles are filled with high-quality talent in a timely, consistent manner.
• Hiring managers rely on you as a trusted partner for complex and senior-level hiring decisions.
• Recruiting processes are structured, fair, and continuously improving based on data and feedback.
• Later's presence and reputation in the Boston GTM talent market strengthens measurably over time.
• The technical recruiting function operates with strong data hygiene, predictable execution, and clear accountability.

What You Bring

• 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.

Nice to Have

• Experience supporting multiple GTM motions (e.g., sales-led, services-led, enterprise).
• Exposure to PE-backed or performance-driven environments.

How You Work

• Driven by Impact: You deliver results that matter—prioritizing high-value work, meeting deadlines, and adapting quickly while keeping outcomes clear.
• Strategic & Customer-Centric: You anticipate risks and opportunities, connect decisions to long-term growth, and build trust through proactive insights.
• Curious & Growth-Oriented: You seek knowledge, ask sharp questions, and apply learnings fast—challenging the status quo with a mindset of improvement.
• Collaborative & Resilient: You thrive in change by staying resourceful, solution-focused, and positive—removing roadblocks, sharing insights, and keeping morale high.
• Accountable & Honest: You own your work, hold yourself and others to a high bar, and use transparent feedback to drive growth.
• Emotionally Intelligent: You build trust through empathy and collaboration, foster inclusion, and inspire others with grit, optimism, and integrity.

Our Approach to Compensation

We take a market-based & data-driven approach to compensation. We leverage data from trusted third-party compensation sources to help us understand the market value of a role based