GTM Recruiter

Summary

Miter helps construction contractors build with confidence by modernizing the HR, finance, and operations systems that support physical infrastructure businesses. The GTM Recruiter will own full-cycle hiring across Sales, Marketing, and Partnerships, develop sourcing strategies, manage recruiting funnels, and partner with GTM leaders to scale the company.

Responsibilities

• Own full-cycle recruiting for GTM functions — Sales (AE, SDR), Marketing, and Partnerships — from intake through offer and close
• Build and iterate sourcing strategy tailored by role and channel — using tools like Juicebox, LinkedIn, and AI-assisted sourcing to build a GTM-specific talent market map
• Track and own funnel health for every open GTM req — flagging pipeline risk early rather than after it's already a problem
• Partner directly with GTM Leadership, building credibility and a working understanding of how Miter goes to market
• Calibrate for candidate GTM-specific alignment — quota attainment, territory or segment experience, product complexity and performance
• Contribute to broader Talent initiatives — including employer brand, emerging talent and college recruiting, and interviewer training and calibration for GTM-specific competencies
• Represent Miter's story to a highly networked, externally visible GTM candidate pool

Skills

• 3+ years of full-cycle recruiting experience, with direct experience hiring for GTM functions (Account Executive, SDR, Marketing, or Partnerships) in a high-growth SaaS or tech environment
• Experience managing 4–6+ concurrent reqs independently, some with multiple headcount, in a high-volume, fast-moving environment
• A track record of partnering with senior sales, marketing, or GTM stakeholders on hiring strategy and execution
• A data-driven approach to sourcing — using metrics to make tradeoffs and flag risk early, not just report on it after the fact
• Experience using a modern ATS (Ashby a plus) to keep documentation clean and current across every pipeline
• Comfort pushing back constructively on unrealistic timelines or misaligned hiring bars, while maintaining trust with hiring managers
• Excellent, consistent communication with both candidates and hiring managers — setting expectations early and reinforcing them at every stage
• Nice to have: experience in construction tech (or an adjacent industry), and founding-GTM-recruiter or early-stage company experience

Qualifications

Must Haves

• 3+ years of full-cycle recruiting experience, with direct experience hiring for GTM functions (Account Executive, SDR, Marketing, or Partnerships) in a high-growth SaaS or tech environment
• Experience managing 4–6+ concurrent reqs independently, some with multiple headcount, in a high-volume, fast-moving environment
• A track record of partnering with senior sales, marketing, or GTM stakeholders on hiring strategy and execution
• A data-driven approach to sourcing — using metrics to make tradeoffs and flag risk early, not just report on it after the fact
• Experience using a modern ATS (Ashby a plus) to keep documentation clean and current across every pipeline
• Comfort pushing back constructively on unrealistic timelines or misaligned hiring bars, while maintaining trust with hiring managers
• Excellent, consistent communication with both candidates and hiring managers — setting expectations early and reinforcing them at every stage

Nice to Haves

• Nice to have: experience in construction tech (or an adjacent industry), and founding-GTM-recruiter or early-stage company experience

Benefits

• Competitive commission and equity packages.
• Comprehensive medical, dental, FSA, and vision plans to suit you and your family’s needs.
• 401(k) Retirement Plan: Company-matched contributions to help you plan for your future.
• Flexible PTO: Take the time you need to recharge and be your best self.
• Generous 16-week paid parental leave for all parents, including adoptive and foster parents.
• An annual educational allowance for external professional development.
• Snacks, coffee, lunch, and commuter benefits for in-office Mitosaurs.
• Company-wide and team-specific off-sites per year.
• For roles listed as remote or in other cities where Miter does not have an office location, there is no requirement to work in the hybrid approach.