GTM Recruiting Lead

About Retell Ai

Retell AI is using first principles to reimagine the call center with cutting-edge voice AI.

Since launching 18 months ago, thousands of companies now utilize Retell’s AI voice agents to handle sales, support, and logistics calls that once required large teams of human agents. Backed by Y Combinator, Alt Capital, and other leading investors, we have scaled to $50M ARR with a team of 30 people, up from $5M at the start of 2025.

Our vision for 2026 is to build a modern CX platform where entire contact centers are powered by AI. Instead of basic automation that needs constant human tuning, we’re creating intelligent AI “workers” that can act as frontline agents, QA analysts, and managers, continuously executing, monitoring, and improving customer interactions.

We’re growing quickly and looking for ambitious builders who want to tackle hard problems, move fast, and have real impact at one of the fastest-growing voice AI startups.

Let’s build the future together.

We’re a top 50 AI app in a16z list: https://tinyurl.com/5853dt2x #4 on Brex's Fast-Growing Software Vendors of 2025: https://www.brex.com/journal/brex-benchmark-december-2025 We're also one of the top ranking startups on: https://leanaileaderboard.com/

About The Role

As a GTM Recruiting Lead at Retell, you will build and scale the company’s recruiting function while personally owning critical hires across GTM and technical roles.

This is a high-impact, execution-heavy role. You will partner directly with founders and hiring managers to define hiring strategy, run full-cycle recruiting, and close top talent in a highly competitive market.

You won’t just lead, you’ll set the bar. This role requires someone who can operate at both a strategic and tactical level: building systems, driving metrics, and personally closing high-priority candidates.

If you thrive in fast-paced environments, know how to close top candidates, and want to build a recruiting engine from the ground up, this role is for you.

Key Responsibilities

Recruiting Strategy & Execution

• Own headcount planning in partnership with founders and hiring managers
• Run full-cycle recruiting for high-priority roles across GTM and technical teams
• Build and continuously refine sourcing strategies, outreach, and pipeline generation
• Conduct market research on talent trends, compensation, and competitive landscape
• Drive recruiting marketing initiatives (events, branding, outbound campaigns)
• Partner with internal teams to leverage AI and automation to improve recruiting efficiency
  
  

Closing & Candidate Experience

• Own candidate closing for critical roles, including offer negotiation and counteroffer handling
• Maintain a high offer acceptance rate by effectively positioning Retell’s mission and opportunity
• Build strong relationships with top candidates, especially passive talent
  
  

Recruiting Team Management

• Hire, onboard, and manage a small team of recruiters, sourcers, and coordinators
• Set performance expectations and coach team on sourcing, interviewing, and closing
• Develop playbooks and standardize recruiting processes

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• Identify gaps in pipeline and execution, and quickly course-correct
  
  

Hiring Manager Partnership

• Act as the primary point of contact for hiring managers and founders
• Run structured intake meetings and define clear hiring criteria
• Lead weekly pipeline and metrics reviews with stakeholders
• Push back when needed and drive alignment on hiring priorities
  
  

Agency Management

• Own relationships with external recruiting agencies
• Set clear expectations, manage performance, and optimize agency usage
• Negotiate terms and ensure strong ROI on agency partnerships
  
  

Recruiting Operations & Metrics

• Track and analyze funnel metrics (conversion rates, time-to-fill, source effectiveness)
• Build reporting dashboards and use data to drive weekly decisions
• Continuously improve processes to increase speed and quality of hires
  
  

YOU MIGHT THRIVE IF

• Have 5+ years of in-house recruiting experience at a tech company
• Have experience hiring for GTM roles (Sales, Marketing, PMM, etc.) and exposure to technical roles (Engineering/Product)
• Have 1–3+ years of team lead/people management experience
• Have worked in a startup or high-growth environment and are comfortable with ambiguity and speed
• Have a strong track record of closing candidates and managing offer processes
• Are highly metrics-driven and use data to improve recruiting performance
• Can operate as a player-coach, balancing individual execution with team leadership
• Are comfortable working directly with founders and influencing hiring decisions
• Have experience working with or experimenting with AI tools to improve recruiting workflows
• Take ownership end-to-end and move with urgency

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• Have deep experience using Ashby ATS as a core recruiting tool
• Have built reporting, workflows, and automations within Ashby
• Are highly detail-oriented when it comes to data hygiene and pipeline accuracy in ATS systems
  
  

JOB DETAILS

• Cash: $170,000 - $210,000 base salary
• Equity: Offers Meaningful Equity
• Location: Redwood City, CA, US (Relocation Provided)
• US Visas: Retell AI is open to sponsoring work authorization for qualified candidates, including H1B/H-1B, TN, L-1, E-3, F-1 (OPT/CPT), and O-1 visas.
  
  

Other Benefits

• 100% coverage for medical, dental, and vision insurance
• $70/day DoorDash credit for unlimited breakfast, lunch, dinner, and snacks
• $200/month wellness reimbursement (gym, fitness classes, etc.)
• $300/month commuter reimbursement (gas, Caltrain, etc.)
• $75/month phone bill reimbursement
• $50/month internet reimbursement
  
  

Compensation Philosophy

• Best Offer Upfront: Choose from three cash-equity balance options, no negotiation needed.
• Top 1% Talent: Above-market pay (top 5 percentile) to attract high performers.
• High Ownership: Small teams, >$1M revenue/employee, and significant equity.
• Performance-Based: Offers tied to interview performance, not experience or past salaries.
  
  

Interview Process

• 15–30 min intro video call to get to know you and walk through a quick scenario-based question
• 45 min video screen focused on how you operate in a fast-paced startup environment and make decisions
• Final onsite (3 hours total) focused on management, strategic recruiting, and full-cycle candidate ownership from intro to offer. Includes 30 min with GTM hiring managers and an additional 30 min with engineering/technical hiring managers.