Lead Recruiter (GTM)
Job description
Lead Recruiter (GTM) at Candid Health.
About the role
This position sits at the intersection of strategic talent acquisition and operational excellence within the Go To Market engine. You will own the end to end recruitment lifecycle for critical GTM and Marketing roles, ensuring that hiring velocity matches the pace of a scaling business. The role demands a high degree of discretion when handling sensitive candidate and employee information across all stages of the process. You will act as a trusted advisor to CCO and GTM leaders, translating business priorities into precise hiring strategies and compelling employer value propositions. Success in this position requires balancing data driven decision making with empathetic communication to create positive candidate experiences. You will design and refine structured interview processes, ensuring consistency, fairness, and alignment with company values at every interaction. Ultimately, you will build the team that builds the market presence, shaping the human capital that drives commercial outcomes.
Key facts
What you'll do
Analyze hiring trends and process metrics to identify bottlenecks and optimize the GTM recruitment workflow for quality and speed. Partner with marketing and sales leadership to clarify evolving hiring needs, translating strategic goals into actionable job descriptions and sourcing plans. Design and implement sourcing strategies that tap into both active and passive candidate pools using innovative channels and networking techniques. Conduct thorough market mapping to understand competitive positioning, talent availability, and emerging skill requirements within key segments. Screen candidates with precision, applying consistent evaluation criteria to build a diverse pipeline of high potential prospects. Coordinate interview scheduling and logistics, managing stakeholder calendars while maintaining a respectful and efficient candidate journey. Develop and maintain strong relationships with internal stakeholders, ensuring timely feedback and collaborative decision making throughout offer negotiation. Drive the administration of HRIS and ATS systems to ensure data integrity, reporting accuracy, and compliance with employment regulations. Champion an inclusive hiring mindset, mitigating bias and fostering an environment where varied perspectives are welcomed and assessed fairly. Anticipate staffing risks and proactively develop contingency plans to ensure business continuity in fast moving GTM environments.
Requirements
A bachelor's degree is required; The exact field is verified Five or more years of full cycle recruiting experience in scaling GTM and Marketing environments is required. Teams in scaling GTM and Marketing environments rely on this experience to meet hiring demands.
Demonstrated ability to manage high volume hiring while maintaining strict attention to detail and process adherence.
Proven experience conducting confidential searches and handling sensitive employee information with discretion.
Strong written and verbal communication skills necessary for crafting compelling messages to candidates and internal partners.
Exceptional organizational skills and the capacity to manage multiple priorities in a fast paced, deadline driven setting.
A commitment to fairness and consistency in evaluation, ensuring all candidates are assessed based on objective criteria.
Willingness to travel within the San Francisco area for team collaboration, interviews, and industry events as needed.
Nice to have
General recruiting careers grow from coordinator to generalist, manager, and director levels, with recruiters developing toward talent leadership. HR partners can progress toward people operations leadership, and business acumen gains importance at each level. Growth across recruitment, development, and operations is rewarded in people careers. Experience with HRIS and ATS systems supports every career stage.
Practical notes
Role requires in-person collaboration in San Francisco under an in-person culture agreement. Confidentiality and judgment are tested throughout the process. Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Questions to ask
Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.
About the company
About the location
About the company
candidhealth.co is your first and best source for information about Candid Health. Here you will also find topics relating to issues of general interest. We hope you find what you are looking for!