GTM Recruiter

As we scale into 2027 and beyond, we're adding a Senior Recruiter in London to extend our reach into the world's most competitive hiring markets.

In this role, you'll own full-cycle recruiting across a range of functions, with a particular focus on building Attio's presence and network amongst GTM talent, specifically Sales, Success, Support and Marketing. You'll also play a role in connecting top talent to opportunities across Attio's global team, but primarily London and New York. You'll work closely with GTM Executives, our Hiring Managers and the Talent team, partnering on structured, calibrated hiring processes that consistently raise the bar.

This is a recruiting role for someone who recognises the impact of great hiring on company success and who see’s this as an opportunity to perfect the craft of calibration, engagement and network building to become one of the best in their field in this market.

• Full cycle skills for briefings, partnering, calibration and networking

• Role launch design and sourcing strategy execution across multiple channels

• Candidate pipeline management and data hygiene

• High-growth AI, B2B SaaS or tech startup recruitment experience either in agency or in house

• Proven track record hiring across IC and manager level hiring. Bonus for exec

• Deep familiarity with talent networks [GTM] and building teams across London and NYC.

• Resilient - able to maintain momentum in a market where the bar is genuinely high, and sees that bar as an opportunity rather than a blocker

• Resourceful - finds creative paths to candidates, doesn't rely on inbound

• Proactive - surfaces ideas, spots gaps, doesn't wait to be directed

• High agency - treats every open role like their own problem to solve

• Facilitator, not the hero - understands that great recruiting is hiring manager-led; their job is to calibrate, enable and accelerate

• Evangelism - deep belief in what Attio is building

Stage 1 - Introduction

• Motivations, market background, understanding of high-bar recruiting environments.

Stage 2 — Track Record

• Deep dive into recruiting track record. Roles closed, hiring bar held, sourcing methods, and how they have operated in high-growth and competitive US markets.

Stage 3 — Panel Interview

• Working with Hiring managers, commercial judgement, market understanding, existing networks, working style, Talent team.

Stage 4 — Executive Interview

• Mission alignment, trajectory, and final calibration on the type of talent hire Attio needs