The opportunity
At Gusto, we're on a mission to grow the small business economy. We handle the hard stuff — payroll, health insurance, 401(k)s, and HR — so owners can focus on their craft and their customers.
What you'll do
Advise on what to hire, not just how to hire it. Translate headcount requests: into a defined profile: the must-haves, the right level, the realistic comp, and the shape of candidate who will succeed in this org
Bring the market to the table before a search opens. Present the talent: landscape (market mapping, how competitors structure the same function, comp benchmarks, honest timelines) so leaders make headcount decisions grounded in market reality, and recommend benchmark candidate profiles.
Run intakes that set the search up. Align the hiring team on success criteria: before sourcing starts, and give hiring managers and panelists the calibration and interview quality feedback they need to assess well
Activate and grow a real GTM network, so the strongest candidates for a: search are often people you already know, and talent communities compound across searches rather than restarting each time
Own full-cycle recruiting across Sales, RevOps, and Marketing, shifting your: mix as business priorities move, and holding the same candidate experience bar across every req.
Work the whole system, not just the req. Build working relationships across: Compensation, People Partners, Executive Ops, and Finance, and know who to pull in and when so approvals, leveling questions, and offers do not sit waiting
What they're looking for
- Manage up early. Flag risks to hiring leaders and to your manager while they: are still small and still fixable, with a recommendation attached, rather than surfacing them after a search has stalled or an offer has been lost
- Work AI-first. Use AI across sourcing, market research, interview prep, and: reporting as a default rather than an experiment, build new AI-enabled approaches, and share them so the team adopts them
- Let data drive the search. Build your own reporting, run data-led hiring: reviews with your stakeholders, and own your performance results with your manager
- Raise the bar around you. Advocate for candidate and hiring partner: experience beyond your own reqs, name what isn't working directly and constructively, and bring a solution with it
