GTM Recruiter

Why Numeric Every business relies on accounting. Yet most software in the space was built in the early 2000s — clunky, slow, and far behind the curve on AI. Today, accountants are facing a growing, unsolved data problem https://www.linkedin.com/safety/go/?url=https%3A%2F%2Fnumeric%2Esubstack%2Ecom%2Fp%2Faccountings-data-problem&urlhash=a6R_&mt=UpOmRo1zyDJ90E8TolRm7foc9pstCm9w-PvWqQsODD-IRJ3-cHcNiTEWFmbIfr5HanjRWTDxSOzygDbdic4C5RQns6Y&isSdui=true as a consequence of complexity, data, and system fragmentation — and they lack the tools to solve it. The problems are real, hard, and increasingly urgent. But they’re solvable. Enter Numeric —the modern financial data platform for accounting and finance. Weaving together data, workflows, and AI-first solutions, we’re empowering accounting teams to achieve verifiable, detailed financial data faster and make business decisions with greater confidence. Accounting does not need more duct tape. We've rethought the field — its primitives, assumptions, and practices — while staying grounded by working closely with our customers. We have strong product market fit and a growing base of customers who love our product — including Anthropic, Notion, Brex, OpenAI, Cursor, Plaid, Wealthfront, Mercury, Figma, and Asana. We’re backed by top-tier investors including Menlo Ventures, IVP, Founders Fund, and 8VC, along with founders and executives from Ramp, Segment, and other category-defining companies. About the role Every GTM hire is a bet on revenue. As we scale Sales against a bar we're not willing to lower, the reps we bring in are the ones customers actually talk to — the difference between a deal that closes and one that stalls. This role owns full-cycle execution on that bet: not just filling seats, but building the sourcing, calibration, and candidate-experience machinery that lets Numeric win 1% talent. What you'll own • Full-cycle execution: the entire lifecycle for sales roles, from the first sourcing string to the final closing call. • Sourcing as a craft: non-traditional, innovative methods for surfacing passive talent who aren't on LinkedIn actively looking. • Stakeholder partnership: calibrating roles with Founders and leadership and pushing back with strategic guidance. • Candidate experience: a "high-touch" bar for every candidate, regardless of outcome; you take pleasure in the details. • Operational rituals: the recruiting infrastructure itself — ATS hygiene, reporting, referral loops — built and refined as you go. You might be a great fit if you… • Have a foundation in GTM/sales recruiting (agency or high-growth startup) and are looking for more ownership than that foundation gave you. • Thrive in the "chaos-to-order" phase — you don't wait for a manual, you build the solution and then the manual. • Aren't intimidated by a technical product or a complex buying motion; you want to understand how we sell, and who we sell to, so you can speak credibly to sales candidates about the role and the opportunity. • Are externally competitive (you want to win talent) but internally collaborative and empathetic with teammates. • Treat organization as the only way to scale quality in a fast-moving environment, not a chore that falls away under pressure. What you need • 3-5+ years of GTM/sales recruiting experience, with a track record of closing candidates in competitive markets. • Demonstrated ability to run a full-cycle process independently • sourcing, screening, stakeholder calibration, and close • without heavy oversight. • Strong written and verbal communication; you can represent both the candidate to the business and the business to the candidate. Nice to have • Experience recruiting sellers out of larger platforms or enterprise software companies into early-stage roles. • Experience building recruiting process from scratch at an early-stage startup (ATS setup, referral programs, reporting cadences). This role is in-person in New York. We believe the best company is the one with the best ICs, and we've built a culture to maximize great work — as a recruiter here, your job is to protect and amplify that. We believe attracting top talent come from a desire to win, a deep care for the craft, and a pragmatism in recruiting for overall impact. We strongly believe we will only be successful if everyone on the team — recruiters included — is anchored in our core principles: • Own the Outcome: We own our results. We typically hire builders and give them large mandates with high trust. As a manager, you're responsible not just for your team's code, but for ensuring your team is solving the end problems of the users. • Brick by Brick: To win, our team needs to show up and execute in each domain every day. • Love the Game: We focus on the craft and a deep sense of giving a f ck. We're building a company full of people who are equally engaged and motivated — that starts with how you lead. • Earn the Right: Our ability to rethink how things are done depends on the trust and reputation we build by shipping quality products and improving the lives of our users. • SALY: We refuse to accept "Same As Last Year." We bring fresh eyes to a stagnated and underserved domain, including in how we build and run engineering teams.