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GTM Recruiter, AMER (Fixed Term)

July 4, 2026

<h2><strong>Who we are</strong></h2> <h3><strong>About Stripe</strong></h3> <p>Stripe is a financial infrastructure platform for businesses. Millions of companies—from the world’s largest enterprises to the most ambitious startups—use Stripe to accept payments, grow their revenue, and accelerate new business opportunities. Our mission is to increase the GDP of the internet, and we have a staggering amount of work ahead. That means you have an unprecedented opportunity to put the global economy within everyone’s reach while doing the most important work of your career.</p> <h3><strong>About the team</strong></h3> <p>The recruiting team seeks to build the culture of Stripe by aligning the strongest global talent to our highest impact business needs. They focus on bringing Stripe’s operating principles to life in their recruiting processes, providing the highest-quality candidate experience, and leveraging data driven storytelling to influence the business. </p> <h2><strong>What you’ll do</strong></h2> <p>To further this important mission, we are looking for consultative and creative recruiters to grow and scale our Go-to-Market (GTM) team. The GTM organization at Stripe encompasses our Sales team, Marketing and Sales Development, GTM and Product Operations, and Professional Services. These teams are expanding in the region, focusing on bringing new users onto the Stripe platform, supporting our existing users' scale, and growing their businesses. You can expect high impact and wide-ranging responsibilities: owning full-cycle recruiting, driving hiring strategy, and delivering best-in-class candidate experience. This person must be a builder who thrives in a learning environment—unafraid to try new things, embrace new ideas, and welcome suggestions for how we can iterate on our processes.</p> <h3><strong>Responsibilities</strong></h3> <ul> <li>Develop and execute strategic sourcing plans to identify and engage top talent, ensuring a robust and inclusive candidate pool for current and future hiring needs</li> <li>Conduct regular market research and analysis to stay informed about talent trends, using insights to inform recruiting strategies and address potential challenges</li> <li>Partner with senior leaders across the organization to understand their hiring objectives and develop recruiting strategies aimed at achieving headcount goals, with an emphasis on expanding our GTM teams across the US, LatAM and Canada</li> <li>Track and analyze recruiting metrics, providing regular reports on hiring progress to business leadership to ensure transparency and alignment with goals</li> <li>Propose and implement creative and scalable changes to the existing recruiting strategy to enhance efficacy and reach</li> <li>Work closely with cross-functional teams—including Finance, People Ops, Benefits, Onboarding, and Legal—to deliver a seamless and high-quality candidate experience</li> </ul> <h2><strong>Who you are</strong></h2> <p>We’re looking for someone who meets the minimum requirements to be considered for the role. If you meet these requirements, you are encouraged to apply. The preferred qualifications are a bonus, not a requirement.</p> <h3><strong>Minimum requirements</strong></h3> <ul> <li>4+ years of full-cycle Recruiting experience in a fast-paced, high-growth environment including in house experience</li> <li>Excellent verbal and written communication skills</li> <li>Strong ability to build relationships with senior leaders and effectively influence decision-making processes</li> <li>Strong drive to identify and engage top talent, fostering relationships with candidates</li> <li>Proven ability to utilize data insights to identify trends and refine recruiting processes, enhancing efficiency and outcomes</li> <li>Flexibility, adept at shifting tasks and priorities in response to changing circumstances</li> </ul> <p><strong>Preferred Qualifications</strong></p> <ul> <li>Proficiency with Applicant Tracking Systems (ATS), such as Greenhouse, Lever, or similar platforms</li> <li>Experience leveraging sourcing and CRM tools (e.g., Gem, LinkedIn Recruiter) to build and manage talent pipelines</li> <li>Strong working knowledge of recruiting analytics and reporting tools to drive data-informed hiring strategies</li> <li>Familiarity with scheduling, communication, and collaboration tools (e.g., GoodTime, Slack, G Suite) </li> <li>Ability to quickly adopt new recruiting technologies and optimize workflows for scale</li> </ul>

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...