Associate GTM Recruiter

Samba TV is an independent technology company that connects media data across streaming, linear television, and the web. The Associate GTM Recruiter will own full-cycle recruiting for assigned requisitions, including sourcing, outreach, screening, pipeline management, and hiring manager communication, while contributing to recruiting processes and playbooks.

What you'll do:

• Build and execute sourcing strategy for assigned requisitions — Boolean search, LinkedIn Recruiter, Exa/web sourcing, and market mapping to identify qualified candidates, including passive talent
• Run heavy-volume, personalized outreach campaigns (InMail, email sequences, follow-ups) and own your own response and conversion rates
• Continuously refine sourcing criteria (title, seniority, background, location) based on hiring manager feedback and what's actually converting
• Maintain an accurate, de-duplicated pipeline in Lever; keep candidate records and outreach status current
• Use AI and research to find top talent. You'll build target lists of high performers at peer and aspirational companies using LinkedIn Recruiter, Sales Navigator, internal data, and AI tools like Claude. We expect AI to be a core part of how you identify, qualify, and reach candidates
• Conduct initial phone/video screens to assess baseline qualification, motivation, comp alignment, and logistics (location, work authorization, notice period) before advancing candidates
• Write clear, consistent screen notes and recommendations in Lever so hiring managers and later-stage interviewers aren't re-litigating basic fit
• Serve as the primary day-to-day contact for hiring managers on your requisitions — scheduling and running intake calibration, pipeline reviews, and status updates without needing a senior recruiter to run interference
• Translate hiring manager feedback into sourcing and screening adjustments in real time
• Set and manage expectations with hiring managers on timelines, market realities, and pipeline health; proactively surface risk (e.g., a role that's stalling or a market that's thinner than expected)
• Own your assigned requisitions end-to-end within your scope — sourcing, outreach, screening, pipeline hygiene, and hiring manager communication — with a senior recruiter/manager available for escalation, not day-to-day execution
• Contribute to team-level process: help refine outreach templates, screening rubrics, and sourcing playbooks based on what's working across your reqs

What they're looking for:

• 1–3 years of experience in recruiting, sourcing, sales development, or a closely related function
• Demonstrated ability to outreach independently
• Comfortable being the primary point of contact for stakeholders
• Strong written and verbal communication both internally and externally — you'll be writing outreach copy, screen notes, and hiring manager updates daily while being the main POC for external candidates
• High attention to pipeline hygiene and process discipline; comfortable working inside an ATS as the system of record
• You've built or improved a recruiting process before, not just worked inside someone else's
• Knowledge and proficiency using Lever, Gem, Rippling or a comparable ATS and sourcing stack
• Comfortable with ambiguity and volume — this role covers more of the funnel than a typical sourcer or coordinator role, and the workload reflects that
• Prior experience owning outreach volume, and/or running candidate screens is a strong plus

Benefits:

• Real ownership of requisitions early, direct exposure to hiring managers and leadership, and a clear path to more senior scope as you demonstrate you can run a pipeline end-to-end.