Senior GTM Recruiter - Assured

Assured is on a mission to modernize insurance. Claims processing (i.e., should we pay this claim?), while often overlooked, is the foundation of the entire industry. It’s currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.

At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, we’re the engine that powers claims processing for some of the largest insurers in the world.

The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments. Life at Assured is dynamic, collaborative, and rewarding.

Great Marketing, Brand, Client, and Finance teams aren't built by waiting for exceptional talent to apply – they're built by finding it.

As a Senior GTM Recruiter, you'll own full-cycle recruiting across Marketing, Brand Design, Client Engagement, Accounting, and other teams. You'll partner with hiring leaders to define what great looks like, build creative sourcing strategies, and guide senior candidates from first conversation to signed offer.

Problems You'll Solve

• Where is the best GTM and business talent hiding? Build sourcing strategies that go beyond obvious titles, companies, and keywords.
• How do we find people others overlook? Use talent mapping, referrals, portfolios, campaigns, communities, public writing, and unconventional signals.
• How do we recognize excellence across different disciplines? Evaluate each function on what matters most: marketing for strategy and impact, brand design for craft and storytelling, client engagement for relationships and retention, accounting for accuracy and business partnership.
• How do we earn a candidate's attention? Write personalized, credible outreach tied to a candidate's work and motivations, not a generic template.
• How do we turn interest into a signed offer? Run a well-organized process, keep momentum, and close senior candidates with confidence.
• How can we continuously improve our searches? Use response rates, conversion data, and pipeline quality to refine strategies.
• How can technology make recruiting smarter? Use AI tools like Claude to speed up research and outreach without losing accuracy or the human touch.
• How do we build strong, representative pipelines? Proactively reach talent across backgrounds, industries, and career paths while keeping a high bar.

How You'll Make an Impact

• Own full-cycle recruiting for senior roles across GTM and business teams, from intake and sourcing through screening, interview process, offer, and close.
• Develop tailored hiring strategies for each function, recognizing that marketers, brand designers, client engagement leaders, and accountants require different search methods, evaluation signals, and outreach approaches.
• Design creative searches using LinkedIn Recruiter, Boolean techniques, portfolios, brand and campaign work, professional communities, conference speaker lists, public writing, web research, talent intelligence, and unconventional sourcing channels.
• Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook.
• Recognize different forms of exceptional work, from a marketer's record of pipeline and brand impact to a designer's portfolio and influence to a client leader's track record of retention and growth.
• Engage candidates with thoughtful, personalized outreach that clearly communicates why the team, problem space, and opportunity are professionally relevant to them.
• Partner closely with hiring leaders to calibrate profiles, share market insights, challenge assumptions, clarify tradeoffs, and adjust strategies as searches evolve.
• Run an exceptional candidate experience from first touch to offer, including screening, interview prep, feedback, and closing conversations.
• Maintain accurate, timely candidate information and activity in Ashby or a similar applicant tracking system.
• Strengthen our recruiting practice over time by contributing new research methods, talent insights, tools, processes, and creative approaches that benefit the broader team.
• Help us hire the best of the best by combining speed, creativity, persistence, inclusive practices, and exceptional candidate judgment.

You'll Probably Thrive Here If You

• Love the hunt: You genuinely enjoy finding people. Finding the right person – especially someone others might miss – is the part of recruiting that energizes you most.
• Know how to close: You're as strong at managing a process, building trust, and landing an offer as you are at finding the candidate in the first place.
• Search creatively: You think beyond job titles and familiar company lists. You use adjacent experience, career patterns, portfolios, campaigns, community participation, public writing, and other signals to uncover exceptional talent.
• Adapt your approach to the discipline: You understand that Marketing, Brand Design, Client Engagement, and Accounting candidates can't all be evaluated or engaged in the same way.
• Recognize exceptional talent: You can read a professional background thoughtfully, identify transferable experience, and distinguish between candidates who match keywords and people who could truly excel in the role.
• Know how to research and calibrate: You don't need to have done these jobs yourself, but you know how to learn unfamiliar subject matter, ask precise questions, and calibrate with functional experts.
• Know how to engage hard-to-reach candidates: You write concise, personalized, and credible outreach that feels human, earns attention, and starts meaningful conversations.
• Experiment and adapt: You treat recruiting as an iterative process, learn from the market, and quickly change direction when a strategy isn't producing the right results.
• Use technology thoughtfully: You're excited to use AI tools such as Claude or similar platforms to make your research and outreach more creative, efficient, and effective.
• Partner well with others: You communicate clearly, welcome feedback, and build strong working relationships with hiring leaders across GTM functions who expect precision and functional fluency.

Benefits

• Competitive Compensation: Competitive salary and equity packages for all employees.
• Healthcare Plan: Platinum medical, dental, and vision coverage.
• Free Life Insurance: Including long-term disability and short-term disability.
• Unlimited PTO: Uncapped vacation days and paid holidays.
• Family Leave: Paid maternity and paternity leave.
• 401(k) Contribution: Assured contributes 3% of your income, even if you don't contribute.
• WFH Benefits: Lunch provided twice a week, monthly phone stipend, and home office perks.
• Health FSAs & HSAs: Pre-tax accounts for out-of-pocket medical expenses.
• Team Events & Offsites: Regular team gatherings and company offsites.