About Rox
Rox is building the AI-native revenue operating system for modern go-to-market teams. Backed by Sequoia, GV, and General Catalyst, we are replacing fragmented CRM workflows with intelligent, autonomous systems that drive real revenue outcomes.
We are a high-velocity Series A company scaling deliberately. Revenue per headcount matters. Talent density matters more.
We believe recruiting is not a support function. It is a strategic weapon.
About the Talent Function Talent at Rox operates like a product team.
We run a Unified Talent Backlog across P0, P1, and P2 roles. We measure signal rigorously. We design interview loops intentionally. We use AI to increase precision, not volume.
You will be the founding GTM Talent Lead — the first dedicated recruiter focused exclusively on Revenue, Marketing, and GTM roles. You will partner directly with Adam (GTM leadership) and Leah (Marketing), shaping how Rox hires the people who drive revenue.
This is not a coordination role. It is an ownership role.
About the Role This is a founding-level recruiting role for someone who treats talent like a high-leverage business function.
You will own full-cycle recruiting for GTM roles: AEs, Sales Leaders, Growth, RevOps, Marketing, and emerging AI-native revenue functions.
But execution is only half the job.
The other half is designing the system that makes hiring predictable, measurable, and high-bar.
You will:
Drive end-to-end recruiting across priority GTM roles
Build deep trust with Sales and Marketing leaders
Define what “bar-raising GTM talent” means at Rox
Improve interview loops, signal clarity, and candidate experience
Leverage AI tooling (Ashby + custom workflows) to increase precision and speed
Contribute to system design that scales GTM hiring without lowering the bar
If you believe recruiting is a strategic function that directly impacts revenue velocity, this role will feel right.
What You’ll Do
Own full-cycle GTM recruiting from intake to close
Build and maintain a strong pipeline of high-caliber GTM talent
Run tight, signal-rich interview processes
Partner with Adam and GTM leaders to refine role scorecards and hiring criteria
Collaborate with Marketing to ensure brand and narrative alignment
Use Ashby and AI-enabled workflows to improve sourcing, evaluation, and feedback loops
Track performance against the Unified Talent Backlog
Continuously refine the GTM hiring motion as we scale
What Success Looks Like In your first 3 days:
You understand Rox’s hiring bar, GTM org structure, and active priorities.
Within 3 weeks:
You are introducing new, high-signal GTM candidates to Adam and sales leadership.
Within 3 months:
You are driving measurable progress against the Unified Talent Backlog and have materially improved pipeline quality and process clarity.
Must-Have Skills
Proven experience owning full-cycle GTM or revenue recruiting in high-growth B2B SaaS
Ability to deeply understand sales and marketing profiles beyond surface-level titles
Strong stakeholder management with revenue leaders
Experience using ATS systems (Ashby preferred)
Comfort leveraging AI tools to enhance sourcing and evaluation
Ability to operate in ambiguity while building structure
High ownership mentality and bias toward action
How the Role Breaks Down (100%)
80% Recruiting execution across GTM roles
20% System design and implementation to scale GTM hiring
Why This Role Exists Rox is scaling its revenue engine.
The quality of GTM hires will directly impact growth velocity, customer outcomes, and long-term company trajectory.
This role exists to ensure that as we grow, we do not trade bar for speed.
If you want to build a recruiting function that operates with the rigor of Product and the impact of Revenue, this is that opportunity.
#J-18808-Ljbffr
We are a high-velocity Series A company scaling deliberately. Revenue per headcount matters. Talent density matters more.
We believe recruiting is not a support function. It is a strategic weapon.
About the Talent Function Talent at Rox operates like a product team.
We run a Unified Talent Backlog across P0, P1, and P2 roles. We measure signal rigorously. We design interview loops intentionally. We use AI to increase precision, not volume.
You will be the founding GTM Talent Lead — the first dedicated recruiter focused exclusively on Revenue, Marketing, and GTM roles. You will partner directly with Adam (GTM leadership) and Leah (Marketing), shaping how Rox hires the people who drive revenue.
This is not a coordination role. It is an ownership role.
About the Role This is a founding-level recruiting role for someone who treats talent like a high-leverage business function.
You will own full-cycle recruiting for GTM roles: AEs, Sales Leaders, Growth, RevOps, Marketing, and emerging AI-native revenue functions.
But execution is only half the job.
The other half is designing the system that makes hiring predictable, measurable, and high-bar.
You will:
Drive end-to-end recruiting across priority GTM roles
Build deep trust with Sales and Marketing leaders
Define what “bar-raising GTM talent” means at Rox
Improve interview loops, signal clarity, and candidate experience
Leverage AI tooling (Ashby + custom workflows) to increase precision and speed
Contribute to system design that scales GTM hiring without lowering the bar
If you believe recruiting is a strategic function that directly impacts revenue velocity, this role will feel right.
What You’ll Do
Own full-cycle GTM recruiting from intake to close
Build and maintain a strong pipeline of high-caliber GTM talent
Run tight, signal-rich interview processes
Partner with Adam and GTM leaders to refine role scorecards and hiring criteria
Collaborate with Marketing to ensure brand and narrative alignment
Use Ashby and AI-enabled workflows to improve sourcing, evaluation, and feedback loops
Track performance against the Unified Talent Backlog
Continuously refine the GTM hiring motion as we scale
What Success Looks Like In your first 3 days:
You understand Rox’s hiring bar, GTM org structure, and active priorities.
Within 3 weeks:
You are introducing new, high-signal GTM candidates to Adam and sales leadership.
Within 3 months:
You are driving measurable progress against the Unified Talent Backlog and have materially improved pipeline quality and process clarity.
Must-Have Skills
Proven experience owning full-cycle GTM or revenue recruiting in high-growth B2B SaaS
Ability to deeply understand sales and marketing profiles beyond surface-level titles
Strong stakeholder management with revenue leaders
Experience using ATS systems (Ashby preferred)
Comfort leveraging AI tools to enhance sourcing and evaluation
Ability to operate in ambiguity while building structure
High ownership mentality and bias toward action
How the Role Breaks Down (100%)
80% Recruiting execution across GTM roles
20% System design and implementation to scale GTM hiring
Why This Role Exists Rox is scaling its revenue engine.
The quality of GTM hires will directly impact growth velocity, customer outcomes, and long-term company trajectory.
This role exists to ensure that as we grow, we do not trade bar for speed.
If you want to build a recruiting function that operates with the rigor of Product and the impact of Revenue, this is that opportunity.
#J-18808-Ljbffr