Talent Acquisition Partner (GTM)

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About the role

About Kernel Agents are starting to sell, buy and operate on behalf of companies. But before an agent can close a deal, qualify an account, route a lead or assess risk, it has to answer a basic question: which company is this? Today, that answer is messy, and no one answers it reliably. Business identity lives across CRMs, ERPs and third-party datasets full of duplicates, missing parent companies, stale addresses and incorrect enrichment. The cost shows up across the enterprise: sales teams miss revenue opportunities because they lack the right account context; operations teams take on avoidable exposure because risk signals are fragmented or wrong; and finance teams end up chasing, writing off, or defaulting on bad debt that should have been caught earlier. Humans have worked around that mess for years. Agents cannot. They need a reliable business identity layer they can trust. Kernel is building that layer: the business registry for agents. We issue a permanent KERN ID for every business, plus the context an agent needs to act on it. Ops, data and revenue teams at Gong, Legora, Mistral, Canva and Checkout already use Kernel on their own systems. Agents are next, and there will be far more of them. We have raised $14M from top VCs and operators at Plaid, OpenAI, Slack and others, and we are growing 5x YoY. The Role Help build the team that takes Kernel to $100M+ ARR . We're hiring a GTM Recruiter to own hiring across Sales, Customer Success, Marketing, and Revenue Operations. You'll work directly with our Head of Sales, founders, and leadership team. They'll expect you to challenge a brief, know where to look, and persuade the right people to join. You'll have the room to build the recruiting function and the responsibility for making it work. The founders care about who we hire more than almost anything else. You'll be in those decisions from the start, with a GTM team that takes hiring as seriously as you do. What You'll Do • Run the show. End to end. Own each search from the hiring brief to the accepted offer. You'll set the strategy, screen candidates, coordinate interviews, chase feedback, and close. • Find the people who are meant to work at Kernel. Including those who haven't heard of us yet. Search competitors and adjacent markets, get to know people who aren't looking, and give them a reason to join. • Build a hiring playbook that outlives you. Develop scorecards, train interviewers, and use pipeline and offer data to improve how we hire. Build a process the team can keep using as Kernel grows. • Never, ever compromise on candidate experience. Keep people informed and respect their time, whether we hire them or not. A decline done properly matters as much to us as an accepted offer. • Roll up your sleeves. About 10% of your time will go toward whatever else the business needs that week. We're a small team, and nothing here is beneath anyone. What We're Looking For • Have 2–6 years of experience. You must have recruited before, including for GTM roles, and be ready to run your own searches. We don't offer training wheels. Your title matters less than what you've done. • Know what makes GTM hiring different. You've hired AEs, SDRs, CSMs, and ideally GTM leaders. You can assess quota attainment in context, distinguish transactional from consultative selling, and judge seniority across individual contributor and leadership roles. • You're AI pilled. You use AI in your recruiting work and look for ways to make it better. You're comfortable with tools such as LinkedIn Recruiter, Ashby, Metaview, and NoonAI, and know how to find candidates who aren't actively looking. • Think in systems. You look at funnel conversion, time-to-hire, offer acceptance, and sourcing results to understand what's working. When somet

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