Senior GTM Recruiter

Vercel·Hybrid - San Francisco, New York City, Austinsenior

In short

→Contratación sénior para funciones de GTM (ventas, ingeniería de campo, partners) en una empresa de infraestructura web en crecimiento.
→Gestión completa del proceso de reclutamiento: estrategia de búsqueda, entrevistas, ofertas y seguimiento con datos y tecnología.
→Se valora el uso de IA y herramientas de reclutamiento para escalar sin perder calidad del candidato.

Proficiency in English is required for this role.

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What they ask for

✓4+ años de experiencia en reclutamiento full-cycle para roles de GTM o técnicos
✓Experiencia en entornos de crecimiento rápido con prioridades cambiantes
✓Capacidad para gestionar múltiples funciones y roles distintos
✓Demostrado encontrar y contratar candidatos competitivos, especialmente pasivos
✓Habilidades de influencia con managers para definir perfiles y procesos
✓Uso de datos y métricas para optimizar el proceso de reclutamiento

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About Vercel: Vercel is the agentic infrastructure company. We free people and agents to ship what’s next. For more than a decade, Vercel has shaped how the web is built. As the team behind Next.js, v0, and AI SDK, we create products that help builders move from idea to production with speed, security, and exceptional developer experience. Now, software is entering a new era, and the next generation of products will not just be used by people. They will be built, extended, and operated by agents. We are building the platform for that future, trusted by companies like OpenAI, PayPal, Ramp, Supreme, and millions of developers worldwide . Whether you’re building our products, supporting our customers, growing our community, or shaping our story, you’ll help define what comes next. About the Role: Vercel is looking for a Senior GTM Recruiter to help us scale our Sales, Field Engineering, Partnerships, and other go-to-market functions. You'll partner directly with GTM leaders and hiring managers on everything from steady, high-volume pipelines to senior, hard-to-fill searches. You'll drive the full recruiting process for your functions: developing sourcing strategy, building pipelines of qualified passive candidates, running a rigorous and efficient interview process, and closing offers. You'll act as a consultative partner to your hiring managers, bringing market insight, calibration feedback, and clear recommendations. We're looking for someone who is comfortable managing a full req load across multiple stakeholders, uses data to prioritize and to report on progress, and uses AI and recruiting technology to work more efficiently without compromising candidate experience. This role is hybrid and based in one of our San Francisco, New York City, or Austin offices, with three in-office days per week (Monday, Tuesday, and Friday). What You Will Do: • Own full-cycle recruiting for your assigned GTM functions, from search kickoff through offer acceptance, and take on new functions as hiring priorities change • Partner with hiring managers to define role requirements, align on the hiring bar, and develop targeted sourcing strategies • Build and maintain consistent, high-quality pipelines, including a focus on passive candidates, using direct outreach, referrals, networks, and communities • Screen candidates against clearly defined competencies and present hiring managers with well-qualified, calibrated slates • Manage the interview process end to end, keeping candidates, interviewers, and hiring managers informed and moving • Structure and negotiate offers in partnership with Compensation and other People teams, guiding candidates through to close • Track pipeline metrics, report on progress and risk to hiring managers and recruiting leadership, and use the data to improve your process About You: • You have 4+ years of full-cycle recruiting experience supporting go-to-market and/or technical roles • You've recruited in fast-paced, high-growth environments where hiring priorities shift quickly and speed matters without compromising quality • You've supported multiple functions or role types and can ramp on a new hiring profile efficiently • You have a track record of closing competitive candidates and managing offer processes from expectation-setting through acceptance • You've built trusted relationships with hiring managers and can influence decisions on profile, process, and candidates • You source proactively and can point to hires generated through your own outreach • You use recruiting data and metrics to identify issues early, prioritize your

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