GTM Recruiting Lead
Confirmed on the employer's own hiring board on Sep 26, 2026. First seen by Alion on Sep 10, 2026. Rox scores C on the Alion truth index.
About Rox
Rox is an AI-native B2B revenue intelligence company. We are a Series A startup under active construction. Seven months ago we were just under 60 people. Today we are closing in on 130. We move fast, we ship constantly, and we build with the same AI-native systems we sell to our customers.
About the Team
Talent at Rox has been a team of one. That is about to change.
We are hiring the second full-time member of the Talent team, and we want to be direct about what that means. This is not a sourcer role. It is not a recruiter role in the traditional sense. This is an operator role for someone who wants to build the GTM recruiting function alongside our Head of Talent, and grow into owning it.
Yesterday alone, our Head of Talent sourced candidates, scheduled interviews, ran interviews, built reporting, attended an external event, shipped several Claude-built internal tools, demoed the Rox product twice, and dogfooded a new feature. That range is the job. If you want a role with a narrow lane, this is not it.
Why This Role Is GTM-Specific
We are hiring for GTM depth on purpose. The more you already know the GTM organizations, functions, and brands that matter, the faster you drive impact here. This role owns recruiting across AE, MM, BDR, SE, Partnerships, and Growth, and we want someone who already speaks that language walking in the door, not someone learning it on the job.
What You Will Do
Own full-cycle recruiting across GTM roles: AE, MM, BDR, SE, Partnerships, and Growth
Build and maintain sourcing pipelines using AI-native tooling, not just job boards and cold outreach
Run structured interviews and contribute to hiring bar calibration
Manage agency and partner relationships end to end
Build and ship internal recruiting tools and automations (Claude, Ashby, Slack, Notion)
Own reporting and pipeline visibility for GTM hiring teams and leadership
Represent Rox at events, on calls, and in every candidate touchpoint as a face of the company
Get hands-on with the Rox product itself, including regular dogfooding, so you can sell the mission with real conviction
What We Are Looking For
GTM fluency, not general recruiting fluency. You know the functions, the org structures, and the brands worth pulling from. That knowledge compounds into speed here.
Operator or player first. You do not wait for a lane to be defined, you build it. You have carried a desk, a number, or a pipeline yourself, not just managed one from a distance.
Player/coach instinct. If you have already led or mentored other recruiters, great. If not, we want to see it in you: someone who will operate today and could credibly coach a team tomorrow.
High-impact outlier second. You look for leverage everywhere and you are not precious about title or scope.
Amazing human above all. Rox is a small team doing a lot, and how you treat people matters as much as what you ship.
Comfort across the full stack of modern recruiting tools: Ashby, Slack, Notion, and AI-native workflows built in Claude.
A track record of ownership, speed, craftsmanship, and learning velocity, the same bar we hold every candidate to at Rox.
Real pull toward Rox specifically. Between two similarly qualified candidates, the one who wants to be here, who has done the homework on the product and the mission, wins. Passion for what we're building is a genuine tiebreaker in this process.
Someone who wants to grow into owning significant parts of the Talent function over time. We are hiring our future Head of GTM Talent as much as we are hiring our next teammate.
Our Stack
Ashby, Slack, Notion, and a unique set of proprietary ai-native tools. (shhh)
A Note on How We Hire
At Rox, we evaluate for ownership, client obsession, craftsmanship, speed, pivot ability, collaboration, cross-functional impact, systems thinking, and learning velocity. We expect this role, more than any other, to embody that bar.