Senior Talent Sourcer — AdTech / Programmatic GTM

GCN Recruiting | Remote (Philippines) | Long-Term Contract
Who we are

GCN Recruiting is a New York-based executive search and RPO firm specializing in AdTech and MarTech. We place senior GTM leaders — VP Sales, GM, CRO, Agency Partnership Directors — for enterprise clients in the programmatic advertising, CTV, and data ecosystem.

What this role is
I know this is a lot, but it is a very, very specific job so please go through the description below and only apply if you are qualified. I really appreciate it- thank you!

This is a dedicated sourcing and market intelligence role. You will not manage client relationships or run full-cycle recruiting. Your job is to build structured talent intelligence every month and hand off warm, qualified prospects to our US-based senior recruiter for screening.

This role has three distinct monthly deliverables. All three are required every month.

DELIVERABLE 1 — Talent Map

Build 2 structured talent maps per month, each covering a defined GTM function and geography in the AdTech/programmatic ecosystem.

Each map must include:

A defined universe of target companies, tiered by talent density
Named individuals at the right seniority level — title, company, LinkedIn URL, approximate tenure
One-line sourcing note per person explaining why they are relevant
Clean, consistent formatting — ready to present to a client without cleanup

Volume: 150–200 named profiles per map minimum. This is research work, not a quick search.

DELIVERABLE 2 — Sourced Candidate Profiles

Each month, identify and deliver 10 fully sourced candidate profiles that are validated as a correct fit for an active executive search.

Each profile must include:

Full LinkedIn profile link
Current title, company, and tenure
Compensation range estimate where available
Why this person fits the specific search criteria — written in your own words, not copy-pasted from their profile
Any publicly available context that makes them relevant — recent promotions, company news, role changes

These profiles go directly to the US recruiter. They must be right. Volume over quality is not acceptable here.

DELIVERABLE 3 — 10 Candidates Ready for US Recruiter Screening

Each month, conduct initial outreach to passive candidates, qualify their interest, and pass forward 10 candidates who are warm, responsive, and credibly interested in exploring a conversation.

Each candidate passed forward must have:

Confirmed interest in speaking with a recruiter
Basic qualification confirmed — level, geography, compensation range in the right ballpark
A brief outreach summary — what you said, what they said, and why you are passing them forward

These 10 people will be spoken to by our US-based senior recruiter. Your job is to make sure that time is not wasted. Every candidate you pass forward must be worth a call.

Monthly summary: 2 talent maps + 10 sourced and validated profiles + 10 warm candidates handed off to US recruiter. This is a full workload. We estimate 30–40 hours per month minimum for someone who knows the AdTech ecosystem well. If you are learning it as you go, this role will be too demanding.

This is serious work. We want someone who delivers something clean, organized, and genuinely useful — not a list of random names pulled from a keyword search.

What you must already know

This is not an entry-level role and we will not be teaching AdTech fundamentals. You need to already understand:

The programmatic advertising ecosystem — the buy side, sell side, and the infrastructure in between
The major GTM functions at an AdTech company and what each one actually does day to day
The difference between agency sales, brand direct, and platform BD as career paths
Why CTV and connected TV represents a distinct and fast-growing talent segment
How senior GTM talent moves through this ecosystem — who hires from whom and why

If you are not already familiar with these concepts, this role is not the right fit. Please do not apply.

What you must be able to do
Advanced Boolean search across LinkedIn and other platforms
LinkedIn Recruiter or Sales Navigator — proficient, not learning
Build clean, structured deliverables with consistent formatting
Write professional, concise outreach messages to senior US executives in fluent English
Work independently, hit monthly delivery deadlines, and flag issues early
How to apply — read this carefully

Do not send a generic resume or cover letter. We will not review them.

Answer these three questions. Your answers are the application.

1. Without looking anything up, name five companies you would target first if asked to map VP-level Agency Sales talent in the US programmatic ecosystem. For each one, explain in one sentence why that company produces this type of talent.

2. Walk me through how you would build a talent map for a specific GTM function from scratch. What sources would you use beyond LinkedIn, and how would you organize the output?

3. What is your monthly rate for approximately 30–40 hours of sourcing and market mapping work per month?

Applications that do not answer all three questions in full will not be opened.

What you get
Long-term monthly contract — this is not a one-time project
Clear deliverables and scope — no ambiguity, no micromanagement
Work directly with the founder of GCN Recruiting
Paid test project to start — strong work leads immediately to an ongoing engagement