About the role
About Us 1mind is a platform that deploys multimodal Superhumans for revenue teams. These Superhumans combine a face, a voice, and a GTM brain — equipped with deep technical and product knowledge. They can lead unlimited, simultaneous conversations 24/7, meeting buyers when they're most active and engaged. Superhumans qualify leads, book meetings, deliver pitches, give interactive demos, handle objections, uncover pain points, build value models, provide support, and onboard customers. They live across websites, inside your product, and can join live calls as active participants. 1mind Superhumans integrate seamlessly into existing workflows, scale instantly, and drive measurable impact — growing revenue, reducing cost, accelerating pipeline to closed-won, and creating a more delightful buyer experience. Job Description We're looking for a Senior Recruiter, GTM to build the talent engine behind a category-defining AI company. You'll own end-to-end hiring across our most critical revenue-generating roles — from senior AEs and RevOps leaders to CSMs and GTM executives shaping how 1mind goes to market. This is a rare seat for a recruiter who thinks like a builder: someone who shows up with a deep network in high-growth startup GTM talent, who can identify the right candidate before the rest of the market does, and who treats recruiting like a sales function — except the pipeline is people. You'll partner directly with the executive team to shape GTM hiring strategy, set the bar for revenue talent across the company, and bring in the people who will scale 1mind from breakout to category leader. You'll also build the recruiting process from the ground up — ATS, scorecards, calibration mechanisms, and reporting cadence. The bar is high, the pace is fast, and the work is enormously high leverage. Key
Responsibilities • Own full-cycle recruiting for senior GTM roles (AE, RevOps, CSM, sales engineering, marketing, and GTM leadership) • Build and convert pipeline directly from your network — not from generic outbound • Partner with the executive team and hiring managers to define role scope, calibrate the bar, and run a tight, high-conviction interview process • Sell candidates on the mission, the product, and
