Talent Acquisition Partner- GTM

HackerRank helps companies like NVIDIA, Amazon, and Microsoft hire and upskill the next generation of developers based on skills, not pedigree. Our platform is trusted by over 2,500 of the world’s most innovative companies to build strong engineering teams ready for what’s next.

Software has entered an era where humans and AI build side by side. As this shift accelerates, the definition of strong technical talent is changing. We give companies better ways to identify and invest in next-generation skills.

People at HackerRank care deeply about the impact of their work and sweat the small details so our customers can be wildly successful with products they genuinely love to use. We move with urgency and believe great outcomes come from high standards.

We are hiring a Senior Go-To-Market TA Partner to accelerate GTM hiring out of our Santa Clara office. This role is built for someone who already speaks GTM quota, pipeline, QBRs, retention, and expansion and can plug into an active motion with minimal ramp. You will work closely with leaders to build high-quality GTM teams that directly impact revenue. This is a hands-on, on-site role designed for a TA Partner who values ownership, speed, and sharp hiring judgment.

A lot of what we hire sits at the intersection of AI, product, and platform. On the tech side, terms like RLHF, SFT, and foundation model work should already mean something to you before the intake call. On the GTM side, you should know whether a role calls for a PLG-motion seller, an enterprise AE, or a RevOps operator and understand how ARR stage and ICP shape that answer. You follow what AI-first startups are building for and bring those signals into how you run searches here.

• Own full-cycle hiring across GTM, Product, Engineering and Design
• Build sourcing workflows using AI tools and agents, not inbound pipelines or third-party agencies
• Advise hiring managers and leadership directly: bring market data, calibrate scope, and push back when the brief doesn't hold
• Take on ambiguous and net-new roles with no existing playbook and build one as you go
• Present funnel health, market insight, and hiring recommendations to senior leadership

• 5+ years of full-cycle recruiting; technical or GTM background preferred
• High-agency by default: you propose the plan, execute it, and don't wait for a perfect brief to start
• You build relationships with candidates ahead of open reqs, not just to fill them
• Actively using AI tools in your sourcing and screening workflow today, not planning to
• Can hold a room with a function head or founder and present pipeline or market data without over-preparing

• You need a defined playbook before you can start
• You rely on inbound or agencies to build pipeline
• You're not already using AI in your day-to-day recruiting workflow

Compensation

• Base salary range: $120,000 - $160,000
• This range doesn't include stock options, variable pay or benefits. Salary may be adjusted based on business needs.
• Final offer may vary based on skills, experience, location, and other compensation components.