Senior GTM Recruiter

The role
The mission depends on getting Whop into the hands of more businesses, and that takes an exceptional go-to-market team. We are hiring a Senior GTM Recruiter to build our sales, partnerships, marketing, and customer-facing teams. You will find top performers, convince them Whop is where they should do the best work of their careers, and bring them through a process that is fast, rigorous, and worth their time.

This is not a role where you inherit a mature process and run it. You will build the sourcing engine, the interview loops, and the closing playbook, and you will help decide what great GTM hiring looks like at Whop. The people you hire will drive the growth of the company we are becoming.

What you will own
Run full-cycle GTM searches from intake to signed offer, across sales, partnerships, marketing, growth, and customer success, with clear priorities, timelines, and measures of success

Build pipeline from zero. Most of our best hires won't come from applications, so you will find them, reach out in a way that gets replies, and make the case for Whop

Partner with GTM leaders as a peer: sharpen vague requirements, define what great looks like for each role, calibrate quickly, and hold the bar high without slowing down

Separate real performers from great talkers by digging into quota attainment, deal sizes, sales cycles, and the results behind every claim

Run a tight pipeline, knowing where every candidate stands, what is stuck, and why, and keeping feedback loops short and decisions fast

Close top candidates by understanding what each one actually cares about, handling competing offers and OTE negotiations well, and bringing people across the line

Design interview loops, scorecards, and evaluation exercises, such as mock pitches and deal reviews, that produce clear, defensible hiring decisions

Build a candidate experience that makes top GTM talent want to join, even when they are not actively looking

Use AI and automation to source faster, personalize outreach at scale, and remove manual work from the process

Track and report on pipeline health, conversion, time to hire, and offer acceptance so leaders get accurate answers quickly

Partner with the Chief People and Talent Officer to shape Whop's GTM recruiting strategy as the team scales

Who you are
You have 4 to 6 or more years of GTM recruiting experience, with at least 2 years building at a Series A, B, or C high-growth startup

You have a track record of hiring strong account executives, sales leaders, partnerships, and marketing talent, primarily through outbound sourcing rather than inbound volume

You build differentiated talent strategies to attract and win exceptional GTM talent

You understand how GTM teams work, including quotas, OTE, comp plans, pipeline metrics, and sales motions, well enough to hold credible conversations with candidates and leaders

You are known as "the closer" and have examples of where you competed for and hired exceptional GTM talent

You use AI and automation as practical tools and can show where they made you faster or better

You are fluent in data and can turn a stalled search into a clear diagnosis and plan

You move quickly, follow up relentlessly, and do not let candidates go cold

You take full ownership, stay calm when priorities change, and fix broken processes without waiting to be asked

You care more about building an exceptional team than following a traditional recruiting playbook