Generative media is moving from novelty to default infrastructure, and our GTM org has to scale ahead of that curve without diluting the bar. You'll own full-cycle hiring across GTM, Technical Sales, Revenue Operations, Partnerships, and Marketing- and you'll build the systems that make that hiring repeatable.
This is a builder's role. You'll be designing process rather than inheriting it, and you'll be close enough to the business that you're expected to have opinions about who we should hire, not just how fast.
What you'll do- Run full-cycle search for GTM roles - from AEs in a new segment to senior leadership - with speed and a high hit rate
- Source proactively for a market where the best candidates aren't applying: people who can sell technical infrastructure to developers and close eight-figure enterprise commitments
- Build the recruiting operating system: pipeline health metrics, funnel diagnostics, forecasting, and scorecards that hold up when hiring volume doubles
- Design role-specific interview loops that actually predict performance at fal - including how we assess technical fluency in GTM hires who need to speak credibly to engineers
- Partner directly with GTM leadership and on headcount planning, leveling, and comp positioning
- Build diverse pipelines and keep our process fair and consistent as it scales
- Make the candidate experience match the product: fast, clear, no friction
- Establish fal as a destination for GTM talent in AI infrastructure
You may be a good fit if you
- Have 5+ years of full-cycle recruiting experience, with a strong track record hiring GTM in high-growth technical companies (infra, developer tools, API/PLG businesses, or AI)
- Can hold a credible conversation about how a technical product is sold - enough to screen for it, not just keyword-match re9sume9s
- Have built recruiting process and metrics from a thin starting point, not just operated inside a mature machine
- Are proficient with a modern stack (Ashby, LinkedIn Recruiter, AI-assisted sourcing tools) and are opinionated about where automation helps and where it doesn't
- Have hired across levels, from early-career SDRs to VP-level leaders
- Are an exceptional communicator who can push back on a hiring manager and keep the relationship
- Are comfortable with ambiguity, shifting priorities, and a bar that doesn't move
Nice to have- Experience hiring solutions engineers, forward-deployed engineers, or developer advocates
- Exposure to partnerships or ecosystem roles (model labs, cloud providers, platform partners)
- You've been the first or second recruiter supporting a function
