Associate GTM Recruiter

Advertising is a trillion-dollar global industry split into silos that don't talk to each other, and every platform grades its own homework. Samba is the independent layer in the middle. Over the last two decades we built our own technology to understand media at scale, across streaming, linear and the web, in 40+ countries. The Samba Knowledge Graph ties it together: one connected map of content, audiences and outcomes that the industry has never had. As media workflows go agentic, the quality of decisions is only as good as the data behind it. We built the tools to put it to work. Join us this year and help build what the industry runs on.

About the Role
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.

What You'd Actually Do

• 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.

What You Need To Already Be Good At

• 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
• Demonstrated ability to outreach independently
• Comfortable being the primary point of contact for stakeholders
• 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
• High attention to pipeline hygiene and process discipline; comfortable working inside an ATS as the system of record
• You've built or improved a recruiting process before, not just worked inside someone else's.
• Knowledge and proficiency using Lever, Gem, Rippling or a comparable ATS and sourcing stack.
• Comfortable with ambiguity and volume — this role covers more of the funnel than a typical sourcer or coordinator role, and the workload reflects that

Not For You If

• You need the whole playbook written before you'll move — we're writing ours as we go, and you'll be one of the people writing it.
• You go quiet on candidates or hiring managers when a search gets hard. That's the opposite of the job.
• You think of this as staffing — fill the req, collect the fee, move on. We're not a “get the job done and get out” shop; we're building a company.
• You’re a recluse. We work in-office globally.