At a Glance
- Tasks: Lead full-cycle recruiting for diverse roles in a fast-paced energy tech company.
- Company: Join Modo Energy, the data platform driving the energy transition.
- Benefits: Hybrid work model, competitive salary, and opportunities for professional growth.
- Other info: Embrace AI tools to enhance your recruiting process and make a real impact.
- Why this job: Shape the future of energy by recruiting top talent in a dynamic environment.
- Qualifications: 2+ years of recruiting experience, preferably in high-growth startups.
The predicted salary is between 60000 - 80000 £ per year.
About Modo Energy
The energy transition is the biggest infrastructure buildout in human history.
Modo Energy is the data platform at the centre of it.
We build the benchmarking, forecasting, and valuation tools that the world's most serious energy investors, developers, and operators depend on to make decisions.
If a battery gets financed, built, or traded anywhere in the world, there's a good chance Modo data was in the room.
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 (Green House) 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 hybrid, in‑office Tuesday‑Thursday.
- Nice to Have
- Experience recruiting commercial or GTM roles (AE, AM, CSM) at a high‑growth Saa S, data, fintech, or energy company.
- Experience recruiting analyst or technical roles alongside commercial ones.
- Experience building or contributing to an AI‑augmented sourcing or screening workflow.
- Familiarity with Greenhouse, plus Linked In Recruiter, Notion, and Slack.
- Experience hiring across multiple countries.
- #J-18808-Ljbffr
Contact Details:
PVH (Tommy Hilfiger/Calvin Klein) Recruitment Team
StudySmarter Expert Advice🤫
We think this is how you could land Senior GTM Recruiter
✨Dive into the Talent Acquisition Community
Get involved with communities specifically aimed at talent acquisition and recruitment. Follow popular forums, like the HR and recruitment threads on LinkedIn Groups or join Talent Acquisition Meetups in your area. Networking with fellow recruiters and industry experts can lead to hidden job opportunities and insider tips!
✨Show Off Your Expertise at Recruitment Events
Attend recruitment fairs and industry conferences where companies, including PVH (Tommy Hilfiger/Calvin Klein), often showcase their hiring needs. Not only can you meet potential employers face-to-face, but you can also demonstrate your passion and knowledge about the field. Make sure you've got some thoughtful questions ready to impress!
✨Leverage Your University Connections
If you’re a recent grad or still connected to your university, tap into their career services. Many universities have exclusive job boards and connections with companies eager to hire fresh talent in recruitment roles. Plus, you never know who might be able to put in a good word for you at places like PVH (Tommy Hilfiger/Calvin Klein)!
✨Tailor Your Digital Footprint
Make sure your online presence reflects your passion for talent acquisition. Share articles, join discussions, and post about trends in recruiting to establish yourself as a knowledgeable candidate. Recruiters often check candidates out online, so use platforms like LinkedIn to showcase your insights and enthusiasm for discovering the right talent!
We think you need these skills to ace Senior GTM Recruiter
Some tips for your application 🫡
Showcase Your Passion for Talent Acquisition:In your cover letter, let your passion for recruiting shine through! Talk about what drew you to talent acquisition. Share experiences where you helped others find their dream jobs or any times you've been involved in hiring processes – it’ll show us at PVH (Tommy Hilfiger/Calvin Klein) that you're genuinely invested in the field.
Highlight Relevant Skills and Certifications:Make sure your CV includes any relevant skills or certifications related to recruiting. Mentioning your knowledge of applicant tracking systems, personality assessments, or even any HR-related qualifications can set you apart. This way, we can see straight away that you're not just any candidate but one with the necessary tools for talent acquisition.
Tailor Your CV for the Job:When applying for Senior GTM Recruiter at PVH (Tommy Hilfiger/Calvin Klein), tailor your CV to reflect the job description. Highlight previous experiences in recruitment, candidate sourcing, or employee engagement that align with what we’re after. Personalisation shows we’re not just another checkbox on your job applications!
Bring Your Unique Perspective:In your cover letter, don't hesitate to share your unique perspective on what makes a good recruiter. Whether it's building strong candidate relationships or your approach to diversity in hiring, your insights can resonate well with our team. We love a fresh take, so let it shine!
How to prepare for a job interview at PVH (Tommy Hilfiger/Calvin Klein)
✨Know Your Sourcing Strategies
In the talent acquisition world, it’s all about knowing the best sourcing strategies. Be prepared to discuss specific techniques you’ve used to find and attract top talent, whether that’s through social media, networking events, or innovative outreach methods. Bring examples that showcase your capability!
✨Value of Employer Branding
Employer branding is a huge part of recruitment, so be ready to chat about how you’ve contributed to building an attractive company image. Think about how you’d pitch PVH (Tommy Hilfiger/Calvin Klein) to potential candidates and maintain a consistent brand image across platforms.
✨Demonstrate Your Interviewing Skills
Since this is a full-time gig, hiring managers will want to see your interviewing prowess. Prepare for mock interview scenarios where you might need to assess candidates' cultural fit and skill set. Practise asking competency-based questions to demonstrate your systematic approach.
✨Engage with Data and Metrics
Being data-driven is key in talent acquisition! Expect to discuss how you’ve used recruiting metrics to refine your strategies. Familiarise yourself with common KPIs, like time-to-fill and candidate satisfaction scores, and be ready to back up your insights with data!
