UK GTM Recruiter (Contract)
Job description
About the role
This role supports Mozilla's Global Talent Acquisition Operations team as a Senior GTM Recruiter in the UK. The work serves senior stakeholders who rely on strategic advice and structured hiring processes.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
High-performing talent is delivered into revenue, marketing, sales, and business development positions through full-cycle recruitment for Go-To-Market functions.
Senior GTM leaders receive data-backed talent intelligence and market insights derived from analytical hiring work.
Complex, region-specific international offers are structured and negotiated with attention to local rules.
Requirements
The posting states a minimum of 5 years of experience.
Full-cycle recruiting experience focused on Go-To-Market, Commercial, or Revenue-generating roles is required within high-growth technology or SaaS environments. You must bring full-cycle recruiting experience focused on Go-To-Market, Commercial, or Revenue-generating roles within high-growth technology or SaaS environments.
Sourcing and closing senior-level commercial talent within the UK and EMEA markets is demonstrated for roles such as Enterprise Sales, Commercial Partnerships, and Product Marketing. You will demonstrate sourcing and closing senior-level commercial talent within the UK and EMEA markets for roles such as Enterprise Sales, Commercial Partnerships, and Product Marketing.
Recruitment technologies and operations expertise is required, including proficiency with Greenhouse ATS, HireEZ, LinkedIn Recruiter, and data-driven pipeline analytics. Expertise with recruitment technologies and operations is required, including Greenhouse ATS, HireEZ, LinkedIn Recruiter, and data-driven pipeline analytics.
Understanding of UK and European labor compliance, contract worker models, IR35 nuances, and regional offer structuring is necessary for this role. A strong understanding of UK and European labor compliance, contract worker models, IR35 nuances, and regional offer structuring is necessary.
Structured, competency-based interviewing methodologies are applied to evaluate technical proficiency and mitigate hiring bias, with approaches such as Interview Edge used in this evaluation.
Practical notes
Remote work is the listed location for this role.
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.
Good to know
Roles of this type typically focus on end-to-end recruitment for commercial and revenue-generating teams.
Common tools in this field include applicant tracking systems, sourcing platforms, and data dashboards.
Interview processes often include structured competency-based assessments and calibration sessions.
Work in this area frequently requires navigation of regional labor laws and compliance requirements.
Success depends on strong pipeline management and negotiation skills for competitive talent markets.
Questions to ask
Worth asking in any interview: how the team measures success, who the role works with daily, what the onboarding looks like, and what the company is trying to achieve this year. Asking what past hires did well is a strong final question. Keep the list short and pick the questions that matter most to you.
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.