Associate GTM Recruiter

Who We Are
Rillet’s pace is not for everyone. Intelligence is table stakes. To succeed here, you need extreme speed, agency, and flexibility.

The people who thrive at Rillet do not wait for assignments. They internalize the mission, design a strategy, and bring back results that are better, faster, and more creative than a manager could have asked for.

Our work revolves around our customers. The people who succeed here are energized by delivering what matters most, even when it was not part of the original plan.

Rillet is built on deep accounting expertise, and it takes people from many disciplines to build a category-defining company. You do not need to be an accountant to thrive here. You do need to care deeply about the problems we solve and the impact our customers can create. Together, we combine the precision of accounting with the speed, creativity, and ambition of AI-native software to power the financial core of the world’s fastest-growing companies while redefining what finance teams should expect from their software.

Who We Need
We’re looking for an Associate GTM Recruiter who is competitive, curious, and hungry to become exceptional at recruiting.

You love the hunt: researching talent markets, finding people others miss, figuring out what makes them tick, and finding the right way to get them excited about Rillet. You’re also excited to work directly with candidates, from initial conversations through the interview process.

You’ll initially focus on post-sales hiring across our GTM organization, including accounting and finance talent. The majority of your time will be focused on sourcing and outreach, while also owning a smaller funnel of candidates through the recruiting process.

What You’ll Do
Find exceptional talent. Source across Rillet’s GTM organization, initially focused on post-sales

Research deeply. Map companies, teams, and talent markets to understand where the best people are and why.

Figure out what makes people tick. Learn what motivates candidates and use that insight to engage them in a thoughtful, personalized way.

Work directly with candidates. Own a small funnel of candidates, from initial screens through the interview process, keeping them engaged along the way.

Sharpen your talent judgment. Partner closely with recruiters and hiring managers to learn what separates a good candidate from a truly exceptional one.

Own and improve your results. Experiment with outreach, channels, and sourcing strategies, use data and feedback, and adjust quickly when something isn’t working.