Senior GTM Recruiter

Recruiting at Modo Energy

Modo Energy is the data and analytics platform for the battery energy storage industry. We help developers, investors, operators, and utilities understand and act on the battery storage markets that are reshaping how electricity systems work.

We're growing fast, across every function, and the bar for who joins goes up every quarter, not down. Recruiting is one of the highest-leverage things happening at Modo right now, and the person in this seat will shape who this company becomes.

The Role

We're hiring a Recruiter to own full-cycle hiring across multiple functions and geographies - commercial, analyst, and operational roles today, with the mix evolving as we scale. You'll work closely with hiring managers and leadership (including direct partnership with our CEO on senior searches).

The best person for this role can map a market, build a real point of view on who's in the top decile of a given talent pool, and run a process disciplined enough to close them - while keeping pipeline hygiene, candidate experience, and hiring-manager communication tight throughout.

What You'll Do

Sourcing and market mapping

• Partner closely with technical leadership to deeply understand hiring needs while providing strategic guidance on recruiting best practices
• Build and nurture a strong pipeline of talent
• Lead strategic sourcing initiatives to engage top-tier, passive candidates across various technical disciplines
• Use AI as a core part of your daily workflow: for research, candidate identification, personalized outreach drafting, call summarization, and surfacing signal from messy data. This isn't optional or a novelty at Modo; it's how the role works
• Stay on top of market trends, comp benchmarks, and where the talent pool is moving

Full-cycle ownership

• Own the entire recruiting lifecycle from intake through offer close, across our functions and geographies
• Run intake meetings with hiring managers and interviewers to build a shared, precise picture of the role and evaluation criteria before sourcing starts
• Ask first-principles and self-starter questions live in interviews - we're evaluating how people think, not just what they've done
• Push back when a search is mis-scoped, surface comp reality early, and turn hiring-manager wishlists into a concrete profile within days
• Close candidates who have competing offers - build conviction, sequence references well, and win on substance

Process, tools, and experience

• Maintain the ATS (GreenHouse) with real pipeline discipline, so reporting and funnel metrics are trustworthy
• Run debriefs after each hire (and each miss) and feed learnings back into how we hire
• Own creation of job descriptions and interview scorecards
• Manage relationships with our external recruiting agency partners
• Deliver a fair, transparent, and fast candidate experience - clear feedback, offers that move in days rather than weeks
• Support employer brand work, campus/lateral recruiting events, and other ad-hoc talent projects
• Contribute to comp benchmarking and broader improvements to how Modo evaluates talent

What We're Looking For

The Essentials

• 2+ years of full-cycle recruiting experience, somewhere high-growth or fast-paced where the bar was genuinely non-negotiable
• A startup background - you know how to hire well without much infrastructure behind you
• Comfort using AI in your day-to-day recruiting workflow already, or genuine eagerness to make it core to how you work
• Demonstrated closing skill against competing offers
• High-agency operating mode: you own outcomes, flag problems early, and don't wait to be told what's next
• Excellent written communication - your outbound and candidate updates are part of the work product and should read that way
• Comfortable in a fast-moving, high-autonomy, low-process environment across multiple time zones and countries
• Based in NY and able to work hy