Full-Time Recruiter

About the role

We're hiring our first dedicated Internal Recruiter, focused on GTM. You'll own hiring across Sales and Customer Success, partnering directly with our leaders to attract, assess, and close exceptional talent. Think of this as an in-house role with an agency mentality: high velocity, proactive sourcing, sharp candidate management, and a relentless bar. You'll set up the systems, write the playbook, and personally close the people who will define the next chapter of Airspeed. What you'll do - Own end-to-end recruiting for GTM roles - sourcing, screening, interview process, offer, and close. - Partner closely with leaders in Sales, CS, and Growth to define roles, calibrate the bar, and run effective hiring loops. - Drive proactive outbound sourcing - you don't wait for inbound; you go and find the best. - Build the foundations of our talent function: ATS workflows, scorecards, interview kits, structured debriefs, employer brand basics. - Run a tight, candidate-first process - fast feedback loops, clear comms, and a great experience whether someone gets the offer or not. - Use data to find leverage - pipeline conversion, time-to-fill, source-of-hire, quality-of-hire - and feed that back into how we hire. - Coach hiring managers on interviewing, calibration, and closing. - ~4 years of recruiting experience , ideally with an agency background or strong agency mindset - you know how to run a desk, manage a pipeline, and close. - Proven track record hiring top GTM talent - AEs, AMs, CSMs, SDRs/BDRs, Growth and Marketing roles - across a range of seniority levels. - Comfortable building 0-1 . You've created process, not just followed it. Empty Notion pages don't scare you. - Operator mentality . Scrappy, resourceful, hands-on. You roll up your sleeves and do the work. - Sharp judgment on talent - you can sense fit, raise the bar, and push back constructively when needed. - Excellent communicator . Calm, clear, and a steady partner to both candidates and hiring managers. - Comfortable with ambiguity, rapid change, and the pace of an early-stage startup. Bonus points - You've scaled recruiting at a Series A-C startup. - Experience hiring for AI, SaaS, or technical sales orgs. - Built or rebuilt an ATS, interview kit, or hiring scorecard from scratch. - Some exposure to non-GTM hiring (Engineering, G&A) that you could grow into over time.

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