Senior Talent Partner, Go-to-Market

The Role: Curri is looking for a Senior Talent Partner, Go-To-Market to own and scale recruiting across our revenue-generating teams, including Sales, Account Management, Revenue Operations, and other customer-facing functions. This is a senior, hands-on role for an experienced in-house recruiter who thrives in a high-growth, builder environment. You will lead end-to-end GTM recruiting while partnering closely with executive leaders and hiring managers to design, improve, and operationalize Curri’s GTM hiring processes as we scale. You will play a critical role in shaping Curri’s talent strategy, strengthening our hiring foundations, and ensuring we consistently attract and close top-tier GTM talent. What you will do:

Own full-cycle recruiting for all Go-To-Market roles, including Outside Sales, Account Managers, Enterprise and Mid-Market Sales, Revenue Operations, and related customer-facing functions.

Serve as the primary recruiting partner to GTM leadership, driving alignment on hiring priorities, success profiles, and long-term workforce planning.

Lead intake sessions with hiring managers to define role requirements, competencies, and interview strategies.

Act as a trusted advisor by providing market insights, talent availability trends, and data-backed hiring recommendations.

Design, improve, and document GTM recruiting processes to support scale, speed, and quality.

Partner with leadership to refine interview structures, scorecards, and decision-making frameworks.

Identify gaps and inefficiencies in the recruiting funnel and implement practical, scalable solutions.

Establish best practices for candidate communication, hiring manager engagement, and offer execution.

Ensure a best-in-class candidate experience with clear communication, timely feedback, and thoughtful engagement.

Own ATS (Lever or similar) workflows, data hygiene, and reporting accuracy.

Track and analyze recruiting metrics (time to fill, new-hire quality, hiring manager satisfaction) and share insights with stakeholders.

Continuously raise the bar on how Curri shows up to candidates in a competitive GTM hiring market.

What you need to have:

This role is strictly in-house recruiting. Agency experience alone is not a fit.

5+ years of in-house recruiting experience, with deep focus on Go-To-Market roles (Sales, AM, RevOps, or similar).

Proven success leading full-cycle GTM recruiting in a fast-paced, high-growth environment.

Strong sourcing expertise with a track record of building and converting outbound pipelines.

Experience partnering closely with senior leaders and hiring managers as a strategic advisor.

Demonstrated ability to build, improve, and scale recruiting processes, not just execute within them.

Exceptional communication and stakeholder management skills.

High attention to detail with the ability to manage multiple searches simultaneously.

Hands-on experience with Lever or a comparable ATS.

Builder mentality with a bias toward action, ownership, and continuous improvement.

Bonus points for:

Experience scaling GTM teams at a high-growth startup or tech-enabled marketplace.

Prior ownership of GTM hiring strategy during periods of rapid headcount growth.

Experience partnering with RevOps or Sales leadership on workforce planning and hiring forecasts.

What’s in it for you?

Opportunity to own and shape GTM recruiting at a rapidly growing, mission-driven company.

High autonomy and visibility working directly with Curri’s GTM and executive leadership.

Collaborative, transparent, and builder-focused startup culture.

Competitive salary, equity, and comprehensive benefits (health, dental, vision, 401(k)).

Remote-friendly environment with flexibility and trust.

We believe there is no work/life—there is only life, and we want your time at Curri to be life-giving and foster the best version of you.