The GTM Recruiting Team is a Revolving Door for a Reason - GTM Recruiter Charlie Health Employee Review

This team is led by fear and lacks experienced leadership. The only Director of Talent Acquisition resigned within 8 months, and the team has since been managed by two Recruiting Managers, neither of whom have more than 9 years of recruiting experience. There has been a high amount of turnover, with numerous team members quitting or being let go—clear signs of a dysfunctional and unsustainable environment. Sourcing criteria are extremely narrow, and even candidates who match the ideal profile must go through a lengthy five-step interview process with multiple points of falloff. The only outreach tool available is LinkedIn, and most of the candidates being targeted have already received multiple messages from the team—many have previously declined or never responded, making outreach efforts feel repetitive and ineffective. Making a hire is extremely difficult due to factors outside of a recruiter’s control, yet if you don’t make two hires in any rolling 8-week period, you’re placed on a Performance Improvement Plan. You then have six weeks to hit metrics or risk termination—and this quota remains in place regardless of PTO, sick time, or holidays. Even during major holiday periods, when both hiring managers and candidates are often unavailable or difficult to schedule, expectations remain unchanged. Leadership frequently says they “run us like a sales team”—but if we wanted to be in sales, we would be in sales. This mindset completely disregards the nuance and complexity of recruiting, reducing it to cold outreach and metrics with little support or collaboration. Although the role is fully remote, it doesn’t come with flexibility—you can expect messages and calls from your manager as late as 8 PM. The pressure is constant, the isolation is real, and there’s no real sense of support or care for employee well-being. There is no work-life balance, and the culture runs on fear and micromanagement.