Senior GTM Recruiter

About Nominal Nominal is building the connected test and operations platform powering the world’s most advanced hardware systems, from spacecraft and autonomous vehicles to next-generation defense programs. Our platform gives hardware engineering teams a single place to ingest data, analyze performance, automate test execution, and collaborate across every phase of development so they can move faster without sacrificing safety or precision. We are a fast-moving team that owns problems end to end, works across disciplines, and thrives at the intersection of hardware and software. We serve top-tier commercial and defense customers including autonomy leaders like Anduril and Shield AI, next-generation aerospace teams such as Hermeus and REGENT, and performance engineering teams like Pratt Miller Motorsports. We also partner with mission teams within the U.S. Navy and U.S. Air Force on programs where failure is not an option. Nominal is backed by Sequoia, General Catalyst, Founders Fund, Lux Capital, and Lightspeed. Our team includes people from SpaceX, Palantir, Anduril, Applied Intuition, and other leading companies, united by a common mission: giving hardware engineers the tools to build the future with speed, safety, and confidence. As a GTM Recruiter , you’ll own recruiting strategy and execution for Nominal’s growing commercial organization. You’ll partner directly with GTM leadership to define what great talent looks like across different sales motions, build the strategies to find and assess it, and close exceptional candidates. This is both a builder and operator role . You’ll personally run critical searches while developing the sourcing strategies, assessment frameworks, and recruiting infrastructure that allow us to hire GTM talent at a high bar as the organization scales. 🚀 What You'll Do Own GTM recruiting strategy and execution Lead full-cycle recruiting across our GTM organization, including Account Executives, SDRs, Solutions Engineering, GTM leadership, and other commercial roles as the organization evolves. Partner directly with GTM leaders to translate business goals and sales motions into clear talent profiles, search strategies, and hiring plans. Develop a deep understanding of the different seller profiles and playbooks that succeed at Nominal rather than treating all GTM talent as interchangeable. Build targeted market maps and sourcing strategies that consistently put exceptional candidates in front of our hiring teams. Build how we assess GTM talent Partner with hiring leaders to define what great looks like and translate that into structured, repeatable assessment strategies. Build interview rubrics and processes that identify the attributes that actually predict success in our GTM organization. Use market and candidate signal to challenge assumptions, recalibrate searches, and help hiring teams make better decisions. Continuously evaluate quality of hire and use what we learn to improve…