GTM Recruiter

Attio is the CRM for agentic revenue. Designed for the most ambitious go-to-market teams, it gives companies the power to understand every customer, automate at scale, and build their go-to-market motion exactly as they need. We've raised $116M from some of the world's best investors: GV (Google Ventures), Redpoint, Balderton, Point Nine, and 01A. We hire builders who thrive on complex technical challenges, hold themselves to a high bar, and genuinely care about delighting the people who use what they build. The team here brings sharp judgement, real craft, and the drive to do exceptional work. We're obsessed about the details and energized by the frontier. If you want to do the best work of your career, this is the right place.

Purpose of the role and role description

As we scale through 2026 and beyond, we're adding a Senior Recruiter in New York 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 in the US market, where our teams are heavily weighted to GTM, specifically Sales, Success, Support and Marketing. You'll also play a role in connecting top talent in NYC to opportunities across Attio's global team, including London and SF. 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. You will be an early member of our New York office, helping to embed a strong hiring culture as Attio grows it's US presence.

Key candidate attributes

• Skills Full cycle skills for briefings, partnering, calibration and networkingRole launch design and sourcing strategy execution across multiple channelsCandidate pipeline management and data hygiene
• 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
• Experience High-growth AI, B2B SaaS or tech startup recruitment experience either in agency or in houseProven track record hiring across IC and manager level hiring. Bonus for execDeep familiarity with US talent networks [GTM] and building teams across SF and NYC.
• 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 US talent networks [GTM] and building teams across SF and NYC.
• Behaviours Resilient - able to maintain momentum in a market where the bar is genuinely high, and sees that bar as an opportunity rather than a blockerResourceful - finds creative paths to candidates, doesn't rely on inboundProactive - surfaces ideas, spots gaps, doesn't wait to be directedHigh agency - treats every open role like their own problem to solveFacilitator, not the hero - understands that great recruiting is hiring manager-led; their job is to calibrate, enable and accelerateEvangelism - deep belief in what Attio is building
• 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

Hiring process and hiring panel

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, New York office team, Talent team. Stage 4 — Executive Interview Mission alignment, trajectory, and final calibration on the type of talent hire Attio needs in New York.