Ashley S.Let's talk
GTM Recruiter — Available Full Time

I want to race again.

10+ years building GTM teams at the fastest companies in cyber and SaaS.

Wiz. Splunk. Nutanix. Collibra. Hundreds of GTM hires.

Recruiting isn't a support function. It's a revenue function.

I'm Ashley S. I know what it feels like to be inside something that's changing an industry — where every hire matters and every week counts.

That's the environment I'm looking for next. A founding team that gives a damn. A mission worth pouring myself into. And I'm ready to go.

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↳ The story

I started recruiting when LinkedIn was new and Boolean search was the move. Find the person, get them interested. I had that part down.

What nobody taught me was the close. The comp conversation. The offer strategy. The psychology of what actually makes a candidate say yes — and mean it.

I figured that out the hard way. And it changed everything.

At Wiz I got to do the best work of my career. A cybersecurity unicorn going from zero to $100M ARR in 18 months. 115+ GTM hires across sales, alliances, and solutions engineering in the US and EMEA. The kind of pace where you either learn to move fast or get left behind.

I learned to move fast.

Since then I've been building — fractionally, contractually, across companies that needed someone to come in, figure out what was broken, and fix it. I've loved that work.

And I'm ready for something more permanent. Something I can pour myself into. A team I can grow with.

I want the race back.

01 — Career

Where I've been.

Cybersecurity. Data. Infra. SaaS. The rooms where GTM gets built.

  1. 2021 — 2023
    WizGTM Recruiter — Sales, Alliances, SE (US & EMEA) (Full Time)

    115+ GTM hires during the 0→$100M ARR run. The benchmark.

  2. 2024
    TeleportSr. Technical Recruiter (Contract to Hire)

    Scaled the SE team 3x in 90 days.

  3. 2025 — 2026
    ThatchGTM Recruiter (Fractional)

    Built out founding GTM motion across sales and CS.

  4. 2021
    CalendlySr. GTM Recruiter (Fractional)

    Enterprise sales & solutions hiring at scale.

  5. 2025 — 2026
    CollibraGTM Recruiter (Fractional)

    16 hires/quarter average across AE, SE, and CS.

  6. 2018 — 2020
    SplunkTechnical & GTM Recruiter (Contract to Hire)

    Public-company velocity. Enterprise SE and sales pods.

  7. 2016 — 2018
    NutanixGTM Recruiter (Fractional)

    Hyperscale infra sales hiring across NAM.

02 — What I've built

The numbers. No fluff.

10+
years GTM recruiting
115+
GTM hires at Wiz in 18 months
3×
SE team scaled in 90 days at Teleport
16
hires per quarter average
82%
fill rate on contingent searches
100%
fill rate on retained searches
WizSplunkNutanixCollibraCalendlyTeleportThatch
03 — Philosophy

Recruiting is sales. Full stop.

Your AEs run on a methodology. They qualify, identify pain, map the decision, and close with intention. Your recruiting team should operate exactly the same way.

I run searches on MEDDPICC — the qualification framework the best enterprise sales orgs in the world use.

  • 01

    Metrics

    what success looks like and how we measure it

  • 02

    Economic Buyer

    who makes the decision and what they care about

  • 03

    Decision Criteria

    what the ideal candidate actually looks like

  • 04

    Decision Process

    the steps, the people, the speed

  • 05

    Paper Process

    where offers go wrong — and how to land them

  • 06

    Identify Pain

    what this hire is solving and why now

  • 07

    Champion

    who inside is advocating and helping me close

  • 08

    Competition

    who else they're talking to and what we're up against

04 — What I bring

Process. Pipeline. Close.

01↳

Process

Broken interview loops. JDs that lie. Panels that can't align. Rubrics with no human in them. I audit what's broken, fix it, and build something that scales — so your team stops losing candidates to your own chaos.

02↳

Pipeline

Dry candidate pools. Over-reliance on inbound. No outbound strategy. I build ICPs, competitor maps, and hidden talent pools. Outbound sourcing, video outreach, and finding the people who aren't looking but should be talking to you.

03↳

Close

Offers going dark. Candidates ghosting. Nobody taught the recruiting team how to actually close. I bring the same discipline to closing candidates that your best AE brings to closing a deal — because that's exactly what it is.

05 — What I'm looking for

Full time. Embedded. All in.

A cybersecurity or SaaS company — Series A to C — where recruiting is treated like the revenue function it actually is.

Where the founding team gives a damn about who they bring in. Where speed matters and the work is real. I want a seat at the table — not just a req list. I want to build the pipeline, own the process, tell the story, and close the candidates that move the business forward.

Full-timeCybersecuritySaaSSeries A–CFast-movingMission-drivenFounding team energyRecruiting = revenueRemote / hybrid
06 — Let's talk

If this sounds like your company, I'd love to talk.

I'm not looking for a req list. I'm looking for a mission.

gtmsourcer@gmail.comlinkedin.com/in/thejobsourcer