GTM Recruiter

Outtake exists to empower and facilitate trust for a digital-first world. Today, impersonation, fraud, AI-driven scams, and identity abuse spread faster than any security team can respond to. So we built something different: an agentic AI platform that proactively detects, monitors, and takes down impersonators, automating protection in hours, not weeks.

Built by ex-Palantir, ex-CTO/founders, and ex-Notion engineers, Outtake is designed for clarity, autonomy, and velocity. Our goal is ambitious: become the trust layer of the modern internet. And we intend to do it with a lean, dense, exceptionally talented team.

Outtake is backed by top-tier investors and operators who believe in our mission and our model. With strong financial footing and a long runway, we prioritize creating an environment where people can do the best work of their careers.

• Full-cycle ownership. Run searches end to end across GTM and G&A roles, from intake and sourcing through screening, interview loops, offers, and close

• Stakeholder partnership. Run detailed intake meetings, pressure-test role scope and leveling, and push back when a req, profile, or process isn't set up to succeed

• Proactive sourcing. Build pipeline through outbound, referrals, and your own network rather than waiting on inbound. Build and nurture talent pools for roles we hire repeatedly, like AE and SDR

• Interview design. Build structured interview processes with hiring managers for each role, including scorecards, workshops that mirror the actual work, and clear turnaround expectations at every stage

• Candidate experience. Be the candidate's main point of contact and keep the process fast and transparent. The bar: candidates we don't hire still walk away wanting to refer their friends

• Offers and closing. Manage offer conversations, understand what motivates each candidate, and close top talent in a competitive market

• Data and operations. Keep Ashby clean and track funnel metrics like time to fill, pass-through rates, and source yield. Use that data to spot bottlenecks and report progress to leadership

• Help build the function. Help shape recruiting processes, employer brand, and hiring playbooks as Outtake scales

3-6 years of full-cycle recruiting experience, with a meaningful focus on GTM roles (Sales, Marketing, Deployment) and/or G&A roles (Operations, Finance)

• Experience recruiting at a high-growth startup, ideally with a strong network in the NYC GTM talent market

• A track record of closing strong candidates across levels

• AI-native sourcer - you use AI tools to find, research, and engage candidates at a scale and speed manual sourcing can't match

• You understand the roles you hire for: what makes a great AE different from a great SDR

• Highly organized, able to run many searches at once without dropping details

• Clear, compelling communicator who can pitch Outtake's mission and opportunity to top talent

• High agency and data-driven: you move fast without lowering the bar, and you use numbers to decide where to spend your time

• Comfortable with ambiguity and building process in a fast-moving environment

• Hands-on experience with modern recruiting tools like Juicebox, Ashby, Gem and LinkedIn Recruiter

• Recruited for cybersecurity, AI, or enterprise SaaS companies

• Hired GTM teams selling into public sector as well as commercial enterprise

• Built or scaled a recruiting function during a period of rapid headcount growth

• Office: For those in NY, we are an in-person team (5 days a week, with flexibility as needed) working out of a stunning waterfront office in Brooklyn. Collaboration, speed, and clarity matter.

• Health: 100% company-paid medical, dental, and vision for employees.

• Time Away: Flexible PTO. We trust adults to manage energy, not clock time.

• Culture & Team: Annual company retreats and regular in-person events.

Outtake is an equal opportunity employer. We are committed to building a diverse, inclusive team.