Assured is on a mission to modernize insurance. Claims processing (i.e. should we pay this claim?), while often overlooked, is the foundation of the entire industry. It’s currently highly manual, involving phone calls, faxes, and gut instinct, costing tens of billions of dollars a year. We can do better.
At Assured, we provide large insurers with the software solutions they need to win in a modern, technology-driven world. From self-service claim-filing software to backend fraud detection, we’re the engine that powers claims processing for some of the largest insurers in the world.
The challenges we face are deep and diverse, from creating digital experiences that provide comfort and clarity to claimants at their most stressed and vulnerable to orchestrating large-scale ML-driven decision-making on billions of dollars of claims payments, life at Assured is dynamic, collaborative, and rewarding.
Great Marketing, Brand, Client, and Finance teams aren't built by waiting for exceptional talent to apply – they're built by finding it.
As a Senior GTM Recruiter, you'll own full-cycle recruiting across Marketing, Brand Design, Client Engagement, Accounting, and other teams. You'll partner with hiring leaders to define what great looks like, build creative sourcing strategies, and guide senior candidates from first conversation to signed offer.
The best recruiters don't run the same searches as everyone else – they experiment, follow signals, and find outstanding people in unexpected places. They know excellence looks different in each discipline, and they care as much about the close as the hunt. That's the energy, creativity, and curiosity we're looking for.
SOME OF THE PROBLEMS YOU'LL SOLVE:
🎯 Where is the best GTM and business talent hiding? Build sourcing strategies that go beyond obvious titles, companies, and keywords.
🔍 How do we find people others overlook? Use talent mapping, referrals, portfolios, campaigns, communities, public writing, and unconventional signals.
🛠 How do we recognize excellence across different disciplines? Evaluate each function on what matters most: marketing for strategy and impact, brand design for craft and storytelling, client engagement for relationships and retention, accounting for accuracy and business partnership.
💬 How do we earn a candidate's attention? Write personalized, credible outreach tied to a candidate's work and motivations, not a generic template.
🤝 How do we turn interest into a signed offer? Run a well-organized process, keep momentum, and close senior candidates with confidence.
📈 How can we continuously improve our searches? Use response rates, conversion data, and pipeline quality to refine strategies.
🤖 How can technology make recruiting smarter? Use AI tools like Claude to speed up research and outreach without losing accuracy or the human touch.
🌍 How do we build strong, representative pipelines? Proactively reach talent across backgrounds, industries, and career paths while keeping a high bar.
HOW YOU'LL MAKE AN IMPACT:
🚀 Own full-cycle recruiting for senior roles across GTM and business teams, from intake and sourcing through screening, interview process, offer, and close.
🗺 Develop tailored hiring strategies for each function, recognizing that marketers, brand designers, client engagement leaders, and accountants require different search methods, evaluation signals, and outreach approaches.
🔎 Design creative searches using LinkedIn Recruiter, Boolean techniques, portfolios, brand and campaign work, professional communities, conference speaker lists, public writing, web research, talent intelligence, and unconventional sourcing channels.
🧠 Bring curiosity and original thinking to every search, testing new hypotheses instead of relying on the standard recruiting playbook. This could include tracing candidates through shipped campaigns, brand work, client wins, portfolio pieces, public writing, or career patterns rather than title-matching alone.
🎨 Recognize…