About Later

Later is the enterprise leader in social media and influencer marketing software, services, and data, trusted by leading brands and agencies worldwide. Following our acquisition of Mavely, the Everyday Influencer Platform®, Later enables brands to scale creator partnerships from nano to premium influencers while managing social media content and campaigns across all major social and affiliate networks.

Through proprietary performance data, marketing leaders can drive attributable sales and optimize social commerce with our software platform or award-winning services.

Later is founded on two success stories that began in 2014: Mavrck, the industry-leading influencer marketing solution (now Later Influence™), and Later, the best social media management platform (now Later Social™) and first-to-market link in bio tool, Later Link in Bio. In 2024, Mavrck and Later officially joined together as one unified business, with a shared vision: to enable the world to make a living with their creativity.

We’re trusted by the top social platforms, with partnerships and integrations with Meta, TikTok, LinkedIn, YouTube, and Pinterest.

We enable marketers to create high-performing content and engage in authentic collaborations with creators to reach new audiences, drive engagement, and generate predictable ROI.

About this Position

We’re seeking candidates with proven experience recruiting talent for companies operating in the creator economy or adjacent influencer marketing and social media platforms.

The GTM Lead Recruiter is a senior, market-facing talent leader responsible for attracting, engaging, and hiring top Go-To-Market talent within the creator economy. Reporting to the Chief People Officer, this role partners closely with GTM executives including the CRO, CCO, CMO, and CSO to build high-quality, durable talent pipelines across Sales, Strategy, Services, Customer Success, Marketing, and other teams.

You will personally lead complex, senior-level searches while serving as a source of truth on GTM talent markets. Success in this role requires deep creator economy fluency, strong external relationships, and the ability to position Later as a compelling and inclusive destination for GTM talent as we scale.

This is a player-coach role with people leadership responsibility and end-to-end ownership of GTM hiring outcomes.

What You’ll Be Doing

Strategy

Act as the GTM talent market expert, bringing clear insight into where talent sits, how talent moves, and how to engage effectively
Lead market mapping efforts across the creator economy to identify priority talent segments, competitor landscapes, and long-term opportunity pools
Design proactive pipeline strategies for high-impact GTM roles, ensuring the business is prepared to hire ahead of demand
Partner with GTM leaders to shape search strategy, role calibration, and hiring tradeoffs using real-time market intelligence
Champion the responsible and transparent use of AI in recruiting while maintaining trust, fairness, and data integrity

Technical / Execution

Lead full-cycle recruiting for senior and business-critical roles across Sales, Services, Customer Success, Marketing, Strategy, and other areas
Personally manage leadership-level and hard-to-fill searches, from initial outreach through close
Develop proactive sourcing strategies including referrals, community-based approaches, and outbound engagement
Build and maintain engaged, long-term GTM talent pipelines through consistent relationship-building and thoughtful follow-up
Own offer strategy, negotiation, and candidate closing and onboarding in partnership with People leadership, ensuring equitable, transparent, and competitive outcomes
Maintain accurate, high-quality data within Later’s ATS and recruiting systems to support reporting, compliance, and forecasting
Track, analyze, and share recruiting metrics (e.g., time-to-fill, quality of hire, funnel conversion) to inform decisions and continuously improve outcomes

Team / Collaboration

Act as a trusted advisor to hiring managers, coaching them on effective, inclusive hiring practices and structured decision-making
Supervise, mentor, and develop members of the GTM talent acquisition team, supporting skill growth and operational excellence
Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience
Represent Later at Boston-area events, conferences, and universities as a credible voice in technical talent acquisition

Research / Best Practices

Stay current on GTM trends, emerging recruiting tools, and evolving hiring practices
Build and maintain recruiting playbooks, frameworks, and documentation that scale with the business
Benchmark Later’s talent acquisition practices against high-performing organizations and operationalize improvements

What Success Looks Like

Business-critical GTM roles are filled with high-quality talent in a timely, consistent manner
Hiring managers rely on you as a trusted partner for complex and senior-level hiring decisions
Recruiting processes are structured, fair, and continuously improving based on data and feedback
Later’s presence and reputation in the Boston GTM talent market strengthens measurably over time
The technical recruiting function operates with strong data hygiene, predictable execution, and clear accountability

What You Bring

8+ years of full-cycle recruiting experience, with deep focus on GTM roles
2+ years of experience supervising, mentoring, or leading other recruiters
Demonstrated success hiring senior-level or business-critical GTM talent in competitive markets
Experience operating in a scale-up or high-growth environment
Direct experience recruiting within the creator economy, influencer marketing, or creator-tech ecosystem is required—either at a platform, creator-first agency, or technology company serving creators and brands
Proven experience leading senior-level searches
Demonstrated success building proactive pipelines and hiring high-impact GTM talent in competitive markets
Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight
Strong sourcing expertise across passive talent, referrals, and community-based channels
Hands-on experience leading offer strategy, negotiation, and closing conversations
Track record of designing or improving structured, equitable recruiting processes
Comfort using recruiting metrics and insights to prioritize work and improve outcomes
Experience representing an employer externally through events, partnerships, or community engagement
Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools
Exceptional communication and storytelling skills with an inclusive, consultative approach
Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment

Nice to Have

Experience supporting multiple GTM motions (e.g., sales-led, services-led, enterprise)
Exposure to PE-backed or performance-driven environments

How You Work

Driven by Impact: Deliver results that matter—prioritizing high-value work, meeting deadlines, and adapting quickly while keeping outcomes clear
Strategic & Customer-Centric: Anticipate risks and opportunities, connect decisions to long-term growth, and build trust through proactive insights
Curious & Growth-Oriented: Seek knowledge, ask sharp questions, and apply learnings fast—challenging the status quo with a mindset of improvement
Collaborative & Resilient: Thrive in change by staying resourceful, solution-focused, and positive—removing roadblocks, sharing insights, and keeping morale high
Accountable & Honest: Own your work, hold yourself and others to a high bar, and use transparent feedback to drive growth
Emotionally Intelligent: Build trust through empathy and collaboration, foster inclusion, and inspire others with grit, optimism, and integrity

Compensation

We take a market-based & data-driven approach to compensation. We leverage data from trusted third-party compensation sources to help us understand the market value of a role based on function, level, geographic location, and scope. We evaluate compensation bi-annually, including performance and market-related factors.

Our salaries are benchmarked against market Total Cash Compensation for the geographic location of our job posting. Compensation for some roles is structured as On Target Earnings (OTE = base + commission/variable) while for others it is structured as Salary only.

To comply with local legislation and ensure transparency, we share salary ranges on all job postings. Skills, experience and other factors help determine the final salary we offer which may vary from the original range posted.

Additionally, all permanent team members are eligible to participate in various benefits plans as part of their overall compensation package.

Salary Range: $145,000–165,000 OTE

#LI-Remote

Where We Work

We have offices in Boston, MA; Vancouver, BC; Chicago, IL; and Vancouver, WA. For select positions, we are open to hiring fully remote candidates. We post our positions in the location(s) where we are open to having the successful candidate be located.

Diversity, Inclusion, and Accessibility

At Later, we are committed to fostering a culture rooted in an inclusion-first mindset at every level of the company, embracing the importance of hiring and building teams for culture add rather than culture fit.

We openly build and maintain unbiased hiring, pay, and promotion practices to create a foundation for an equitable workplace, paving the way for systemic change.

We are committed to creating a diverse environment and are proud to be an equal opportunity employer. All applications will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, national origin, disability, or age. Please let us know if you require any accommodations or support during the recruitment process.

Lead GTM Recruiter