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About Gusto At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers. With teams in Denver, San Francisco, and New York, we support more than 500,000 small businesses nationwide and are building a workplace that reflects the people we serve. All full-time employees receive competitive base pay, benefits, and equity (RSUs) — because everyone who helps build Gusto should share in its success. Offer amounts are determined by role, level, and location. Learn more about our Total Rewards philosophy . AI is a fundamental part of how work gets done at Gusto. We expect all team members to actively engage with AI tools relevant to their role and grow their fluency as the technology evolves. AI experience requirements vary by role and will be assessed during the interview process. About the Role We're hiring a Senior GTM Recruiter who brings strong talent advisory skills to the table. We are not looking for someone to just run a process against a requisition that has already been defined. We are looking for the person a Sales, Revenue or Marketing leader calls before they open a req, to tell them what talent they actually need, what it costs, where it sits in the market, and which profiles will succeed at Gusto specifically. You will own full-cycle hiring across Go-To-Market functions (Sales, Revenue Operations, and Marketing), which means moving between high-volume Sales pipelines, analytical RevOps roles, and craft-driven Marketing searches, often in the same week. Here's what you'll do day-to-day: • Advise on what to hire, not just how to hire it. Translate headcount requests into a defined profile: the must-haves, the right level, the realistic comp, and the shape of candidate who will succeed in this org • Bring the market to the table before a search opens. Present the talent landscape (market mapping, how competitors structure the same function, comp benchmarks, honest timelines) so leaders make headcount decisions grounded in market reality, and recommend benchmark candidate profiles. • Run intakes that set the search up. Align the hiring team on success criteria before sourcing starts, and give hiring managers and panelists the calibration and interview quality feedback they need to assess well • Activate and grow a real GTM network, so the strongest candidates for a search are often people you already know, and talent communities compound across searches rather than restarting each time • Own full-cycle recruiting across Sales, RevOps, and Marketing, shifting your mix as business priorities move, and holding the same candidate experience bar across every req. • Work the whole system, not just the req. Build working relationships across Compensation, People Partners, Executive Ops, and Finance, and know who to pull in and when so approvals, leveling questions, and offers do not sit waiting • Manage up early. Flag risks to hiring leaders and to your manager while they are still small and still fixable, with a recommendation attached, rather than surfacing them after a search has stalled or an offer has been lost • Work AI-first. Use AI across sourcing, market research, interview prep, and reporting as a default rather than an experiment, build new AI-enabled approaches, and share them so the team adopts them • Let data drive the search. Build your own reporting, run data-led hiring reviews with your stakeholders, and own your performance results with y

Senior GTM Recruiter

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