The ad says“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”
The ad says“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”
The ad says“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”
The ad says“Run heavy-volume, personalized outreach campaigns (InMail, email sequences, follow-ups) and own your own response and conversion rates”
The ad says“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”
The ad says“Knowledge and proficiency using Lever, Gem, Rippling or a comparable ATS and sourcing stack”
The ad says“Run heavy-volume, personalized outreach campaigns (InMail, email sequences, follow-ups) and own your own response and conversion rates”
The ad says“Maintain an accurate, de-duplicated pipeline in Lever; keep candidate records and outreach status current”
The ad says“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”
The ad says“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”
The ad says“Knowledge and proficiency using Lever, Gem, Rippling or a comparable ATS and sourcing stack”
Samba TV is hiring an Associate GTM Recruiter to own full-cycle recruiting for a set of assigned requisitions — from first sourcing touch through offer stage — while also acting as the day-to-day point of contact for hiring managers on those searches
This is a blended role: half of the job is high-volume sourcing and outreach that you personally execute, and half is the coordination, communication, and process ownership that keeps a search moving without a senior recruiter having to manage it for you
This is a strong fit for someone who wants to grow into a full-cycle recruiter — you’ll get 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
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
Represent the recruiting team accurately and professionally in every candidate and hiring manager interaction — you are often the first impression of Samba TV for a candidate
Benefits
Health Coverage: We have several choices of medical, dental, and vision plans with a range of coverage levels and costs, including a 100% employer-covered plan.
Wellness & Lifestyle Perks: Our wellness programs are designed to help you maintain or move toward a healthy lifestyle through mindful meditations, gym access, and other assistance when you need it!
Company Equity Plan: We believe in shared success. We want our employees to not just work for us, but to truly be part of our growth story.
Volunteer Days: We’re committed to making a positive impact, both in and outside the workplace!
Flexible Time Off: We encourage a healthy work-life balance which empowers our teams to recharge when needed and thrive both personally and professionally.
Team & Company Events: We love to hang out together! We provide many opportunities to get to know each other whether virtually or in person.
Preferred experience
Demonstrated ability to outreach independently
Comfortable with ambiguity and volume — this role covers more of the funnel than a typical sourcer or coordinator role, and the workload reflects that
Knowledge and proficiency using Lever, Gem, Rippling or a comparable ATS and sourcing stack
1–3 years of experience in recruiting, sourcing, sales development, or a closely related function
Prior experience owning outreach volume, and/or running candidate screens is a strong plus
You’ve built or improved a recruiting process before, not just worked inside someone else’s
High attention to pipeline hygiene and process discipline; comfortable working inside an ATS as the system of record
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
Comfortable being the primary point of contact for stakeholders
