GTM Recruiter

A BETTER BUILT WORLD https://www.miter.com/resources/a-better-built-world/ At Miter, we’re on a mission to help construction contractors build with confidence. If we’re successful, we’ll make it easier and faster to build critical physical infrastructure - roads, bridges, utilities, data centers, housing, etc. For decades, construction and field services contractors have had to run their businesses on outdated software: clunky, on-premise systems created in the 1980s and 1990s. That’s where Miter comes in. We’re using AI and embedded payments to rebuild the core HR, finance, and operations systems that underpin our physical economy. Using Miter, contractors like Marathon Electrical https://www.miter.com/customer-story/marathon-electrical-contractors/, W.J. O’Neil https://www.youtube.com/watch?v=GNExtmeHcSg, and Truebeck Construction http://truebeck.com/ are building stronger teams, controlling job costs, and accelerating jobsite execution. This idea is resonating. Since we launched in 2021, we’ve grown to thousands of customers and tens of millions in ARR, making us one of the fastest growing vertical software companies ever. To double-down on our momentum, we’ve raised $50M+ from top investors (Bessemer, Coatue, and Battery) who share our belief that we’re just getting started. ABOUT THE TEAM & HOW WE WORK: Miter's GTM team is growing quickly, and we are expanding our GTM recruiting team to support that growth. As our GTM Recruiter, you'll own full-cycle hiring across Sales (AE, SDR), Marketing, and Partnerships, from the first intake conversation with a hiring manager all the way through sourcing, screening, and offer. You'll be part of a small, scrappy recruiting team that genuinely loves what we do. We pride ourselves on best-in-class hiring processes and care just as much about candidate experience as we do about the outcome. Recruiting isn't an afterthought at Miter — it's a company priority, and you'll have real ownership and autonomy to run your own reqs and experiment with new ideas rather than execute someone else's playbook. You'll partner closely with hiring managers who are just as invested in building great teams as we are, working directly with sales managers, our Head of Sales, and our CRO to shape sourcing strategy and run the recruiting process end to end together. Those close partnerships are also how you'll get a real feel for how Miter goes to market and sells, which makes it that much easier to bring candidates into the fold and get them excited about the role. The work you do here will have impact! The people you hire directly influence how Miter hits our growth goals, so you’ll be recruiting for roles that will help us to continue to scale! WHAT YOU’LL DO: - Own full-cycle recruiting for GTM functions — Sales (AE, SDR), Marketing, and Partnerships — from intake through offer and close. - Build and iterate sourcing strategy tailored by role and channel — using tools like Juicebox, LinkedIn, and AI-assisted sourcing to build a GTM-specific talent market map. - Track and own funnel health for every open GTM req — flagging pipeline risk early rather than after it's already a problem. - Partner directly with GTM Leadership, building credibility and a working understanding of how Miter goes to market. - Calibrate for candidate GTM-specific alignment — quota attainment, territory or segment experience, product complexity and performance. - Contribute to broader Talent initiatives — including employer brand, emerging talent and college recruiting, and interviewer training and calibration for GTM-specific competencies. - Represent Miter's story to a highly networked, externally visible GTM candidate pool. WHAT YOU’LL NEED: - 3+ years of full-cycle recruiting experience, with direct experience hiring for GTM functions (Account Executive, SDR, Marketing, or Partnerships) in a high-growth SaaS or tech environment. - Experience managing 4–6+ concurrent reqs independently, some with multiple headcount, in a high-volume, fast-moving environment. - A track record of partnering with senior sales, marketing, or GTM stakeholders on hiring strategy and execution - A data-driven approach to sourcing — using metrics to make tradeoffs and flag risk early, not just report on it after the fact. - Experience using a modern ATS (Ashby a plus) to keep documentation clean and current across every pipeline. - Comfort pushing back constructively on unrealistic timelines or misaligned hiring bars, while maintaining trust with hiring managers. - Excellent, consistent communication with both candidates and hiring managers — setting expectations early and reinforcing them at every stage. - Nice to have: experience in construction tech (or an adjacent industry), and founding-GTM-recruiter or early-stage company experience. OUR INTERVIEW PROCESS: - Recruiter Screen - Hiring Manager Interview - Team Round Interviews - Take-Home Assignment   OUR BENEFITS: - Competitive Compensation: We offer competitive (well above “market”) salary, commission, and equity packages. - Medical Insurance: Comprehensive medical, dental, FSA, vision plans to suit you and your family’s needs. - 401(k) Retirement Plan: Company-matched contributions to help you plan for your future. - Flexible PTO: Take the time you need to recharge and be your best self. - Parental Leave: Generous 16-week paid leave for all parents, including adoptive and foster parents. - Learning & Development: We offer every employee an annual educational allowance to explore external professional development. - Office Extras: Snacks, coffee, lunch, and commuter benefits for in-office Mitosaurs. - Community: Company-wide and team-specific off-sites per year. HYBRID VS. REMOTE APPROACH: We believe the magic of Miter comes from working side by side. We also believe in work flexibility. For roles that are listed as hybrid, our approach is 3 days a week in the office giving us the chance to connect, brainstorm, and build stronger relationships. If you live within a reasonable commute to either our New York City or San Francisco offices, we ask that you work in our hybrid approach. Otherwise, for roles listed as remote or in other cities where we don't have an office location, there is no requirement to work in our hybrid approach. We do travel a few times a year for onboarding, company-wide and team specific off-sites! JOIN OUR TALENT COMMUNITY Not seeing a role that matches your background right now? Apply to our Talent Community https://jobs.ashbyhq.com/miter/form/talent-community-form, and we’ll reach out if a role opens up that aligns with your experience! EQUAL OPPORTUNITY: Miter provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity, or gender expression. We are committed to a diverse and inclusive workforce and welcome people from all backgrounds, experiences, perspectives, and abilities. USE OF ARTIFICIAL INTELLIGENCE IN OUR HIRING PROCESS: Miter uses AI-assisted tools as part of our hiring process to help our recruiting team manage and review applications more efficiently. We want to be transparent about how this works. What the AI does: When you apply to a role at Miter, an AI tool may review your application against the specific qualifications and requirements posted for that job. This tool identifies whether your experience appears to meet, partially meet, or not meet each stated requirement, and it provides supporting evidence from your application for every assessment it makes. What the AI does not do: The AI does not make hiring decisions. It does not reject, advance, or rank candidates on its own, and it does not assign you a numerical score. Every application is reviewed by a member of our recruiting team, who makes the final call on whether you move forward. The AI is a tool that helps our team prioritize their time across a high volume of applications. It is not a substitute for human judgment. What information it uses: The tool evaluates the application materials you submit (your resume and any other application content) against role-specific criteria our team has defined. It does not pull information from external sources such as social media or professional networking profiles, and personal identifying information is removed from your materials before any AI review takes place. Human oversight: Our recruiting team periodically reviews how these tools are performing to check for unintended patterns in outcomes, and we retain the ability to override any AI-generated assessment at any time.