Founding GTM Recruiter
Job description
Founder GTM Recruiter at Paraform.
About the role
This role sources and screens top 1% talent to support rapid scaling and establishes a culture of excellence. It coordinates all hiring-related work across GTM and non-technical functions with founders and hiring managers.
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
Paraform drives consistent hiring processes and structures by coordinating candidate flow and the recruiting tool. This workflow supports scalable execution across multiple functions.
These decisions guide talent strategy and set expectations for hires.
Multiple functions accelerate hiring when full-cycle recruiting sourcing, screening, interviewing, and closing candidates targets active engagement across talent pools.
Messages reflecting the product, market, and competitive landscape communicate credible ambassador content for Paraform's mission and why top candidates should choose this opportunity.
Requirements
The posting states a bachelor's degree requirement. Experience in-house at a high-growth startup and 3 5+ years of full-cycle recruiting for non-technical and GTM roles ensures relevant background. Candidates demonstrate experience operating in fast-paced environments.
A history of results matters for roles requiring consistent delivery, shown by a proven track record closing strong candidates in a competitive market.
Deep sourcing chops find people and get them interested when operating without waiting on inbound, rather than this method targeting active engagement across talent pools.
Thriving without a playbook supports comfort with undefined structures, shown by a high ownership mentality navigating ambiguity while maintaining accountability.
A builder mindset excites those who create process and structure where none exists, turning chaos into scalable systems and driving long-term operational strength.
Familiarity with the recruiting industry or marketplace businesses is a plus and is genuinely interesting, adding depth to strategic conversations when providing context for evaluating partners and trends.
Skills & tools
General recruiting expertise and marketplace dynamics apply to the work, shaping how candidates are assessed and engaged. Fluency in these areas supports effective execution.
Practical notes
The role operates in San Francisco under full-time conditions, with a degree requirement and years of experience as stated.
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
Recruiting in startups involves fast cycles and evolving priorities that require adaptability. General knowledge of AI tools and sourcing platforms is common in modern recruiting. Roles focused on GTM functions often demand strong judgment and communication skills. Building repeatable processes helps teams scale efficiently. Understanding founder perspectives supports alignment on hiring goals.
Questions to ask
Useful questions for the interview: what a typical week looks like, how work is assigned, what tools the team uses, and how feedback works. Asking how the role has changed recently and what the team wishes it had known when joining is also reasonable. Questions about the manager's priorities are especially valued.
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
Paraform is a marketplace modernizing one of the largest and most fragmented markets in the world: hiring. We partner with industry leaders like Cursor, Palantir, Windsurf, Decagon, Shopify, Coinbase, and Hightouch to hire talent, and are growing quickly - 8×-ing revenue last year.