GTM Recruiter

About Workstreet

At Workstreet, we’re on an exciting journey to help businesses scale securely by designing and implementing cutting-edge security and compliance programs. As a fast-growing startup, we specialize in a wide range of GRC (governance, risk, and compliance) services that support frameworks across SOC 2, ISO 27001, GDPR, CMMC, NIST 800-171, NIST 800-53, and FedRAMP.  We empower companies to meet regulatory requirements and enhance their cybersecurity posture from day one.

Workstreet combines security and compliance expertise with technology to help clients manage complex requirements. We are looking for a hands-on recruiter who understands how to hire the salespeople and leaders who can sell that work.

You will own recruiting across our go-to-market organization, from defining the hiring need through sourcing, assessment, offers and candidate close. You will partner directly with Sales leadership and help us improve both hiring quality and execution.

You must have direct experience recruiting sales roles for a compliance business or a technology-enabled services business. You should understand what these businesses sell, how their sales teams operate and how to distinguish candidates who can succeed in a consultative, services-oriented sales environment.

This is a hands-on recruiting role with ownership of the GTM hiring plan.

• Lead GTM recruiting. Manage searches for account executives, sales leaders, BDRs and SDRs, solutions engineers, channel roles and other commercial positions.
• Define the role before launching the search. Agree on the customer segment, sales motion, deal complexity, expected outcomes and assessment criteria with the hiring manager.
• Build relevant candidate pipelines. Personally source candidates from compliance and technology-enabled services businesses. Develop referrals, targeted outreach and relationships with strong commercial talent.
• Assess sales performance with judgment. Understand what candidates sold, who they sold to, how they generated pipeline and what they personally contributed. Evaluate results in the context of territory, quota, resources and sales cycle.
• Improve hiring decisions. Use structured interviews and relevant work samples. Help managers test discovery, commercial judgment, prospecting, deal execution and the ability to sell services that depend on credible delivery.
• Own the process through the start date. Keep candidates engaged, coordinate interviews, resolve delays, support offers and close candidates. Maintain contact through notice periods and onboarding handoff.
• Run a reliable hiring forecast. Keep priorities, candidate stages, next actions and expected dates current. Raise risks early with a specific recovery recommendation.
• Connect recruiting to new-hire performance. Partner with managers on role expectations and ramp milestones. Use early performance and retention evidence to improve sourcing and selection.
• Improve how recruiting work gets done. Use approved tools, AI and automation where they improve sourcing, coordination or reporting. Verify outputs and protect candidate information.

• A proven track record of sourcing and closing sales talent for compliance or technology-enabled services businesses. This experience may come from an internal recruiting role or directly supporting those businesses through an agency.
• Experience recruiting account executives and sales leadership, with the ability to support a broader mix of GTM roles.
• An understanding of consultative selling, recurring services, complex buying decisions and the relationship between commercial promises and delivery capability.
• Strong sourcing skills and a record of building pipelines beyond inbound applicants.
• The confidence to challenge an unclear brief, an unsupported candidate assessment or an unrealistic hiring schedule.
• Experience managing several searches while keeping hiring managers and candidates informed.
• Sound judgment about compensation, candidate motivation and closing strategy.
• Comfort using recruiting data to diagnose problems and change the approach.

Days 1–30: Learn Workstreet’s services and sales motions. Review approved hiring demand and existing pipelines. Agree role scorecards, priorities, sourcing plans and manager commitments.

Days 31–60: Advance priority searches, calibrate candidate quality with Sales leaders and establish a dependable weekly forecast. Address recurring delays and prepare accepted candidates for their starts.

Days 61–90: Demonstrate delivery against agreed hiring milestones. Review candidate sources, assessment quality, offer outcomes and available new-hire ramp evidence. Recommend changes to improve the next hiring wave.

Priority hires against agreed dates, quality of candidate slates, time to qualified candidates, interview conversion, offer acceptance and candidate experience. As hires gain tenure, we will also assess their contribution and ramp against the expectations established during hiring.

Be prepared to discuss the compliance or technology-enabled services businesses you have recruited for, the sales roles you personally filled and how you evaluated candidates. We will ask you to walk through a difficult search, explain your sourcing and closing decisions, and show what the hiring outcome taught you.
Workstreet Is An Equal Opportunity Employer

As an equal opportunity employer, Workstreet is committed to providing employment opportunities to all individuals. All applicants for positions at Workstreet will be treated without regard to race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, or any other basis prohibited by applicable law.