GTM工程师，招聘顾问
GTM Engineer, Advisor Recruiting
概述
我们是Compound Planning——一家高增长的AI驱动财富管理公司，为客户管理超过50亿美元资产，覆盖50多位财务顾问，并被福布斯评为2025年美国顶级独立顾问之一(RIA)。我们通过将优秀的财务顾问引入我们的平台来实现增长，这个职位的存在是为了让我们的招聘团队的日程保持与合适的对话。
用简单的话来说，你将建立并运行一个持续进行的外向推广活动，把合格的财务顾问对话推送给我们的首席顾问招聘官。你将全程负责销售漏斗的顶端——找到合适的财务顾问，以真正个性化的方式接触他们，并激发他们的兴趣。你不需要安排电话、处理异议或促成交易，那是招聘团队的工作。你的任务是为他们提供源源不断的潜在客户。
现有的系统已经存在——HubSpot、Clay和FINTRX是其基础，我们目前通过HeyReach和Smartlead等工具进行外向推广——但现在已经需要一个专门的负责人。基础是稳固的。工作内容是让外向推广稳定、可重复地运行，并用敏锐的眼光审视我们是否真的有合适的工具。如果你喜欢将一个已经完成大部分工作的系统调整到最佳状态，你会在这里感到很愉快。
你将做的事情
- 通过加强序列设置、信息丰富和数据质量，推动持续、可预测的外向推广量——这个杠杆会转化为稳定的会议流量。
- 对工具进行压力测试。HubSpot、Clay和FINTRX是核心；外向执行工具是开放讨论的。你需要对生态系统有深入了解，能够告诉我们哪些工具使用得当，哪些应该更换。
- 在邮件和LinkedIn上构建并运行可扩展的个性化外向推广——目前通过Smartlead和HeyReach进行，由Clay的信息丰富和HubSpot支持。
- 编写能获得回复且不像是群发邮件的外向信息——自动化的个性化内容真正有效。
- 负责已预订的会议数量。报告哪些方法有效，淘汰无效的，与市场总监合作决定下一步的推广方向。
你可能适合这个职位如果
- 你是AI原生一代，对现代外向推广工具栈非常熟悉（Clay、HubSpot以及邮件/LinkedIn执行工具）——足够熟练，可以判断哪些值得保留，哪些应该替换。你更倾向于建立杠杆而不是手动处理列表。
- 你对冷消息有真正的品味——你知道什么是好的冷消息和什么是差的。
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OVERVIEW
We're Compound Planning — a high-growth AI-powered wealth management firm managing $5B+ for clients across 50+ financial advisors, and named one of America's Top RIAs by Forbes for 2025. We grow by bringing great financial advisors onto our platform, and this role exists to keep our recruiting team's calendar full of the right conversations.
Here's the role in plain terms. You'll build and run an always-on outbound motion that puts qualified financial advisor conversations in front of our Director of Advisor Recruiting. You own the top of the funnel end to end - finding the right financial advisors, reaching them in a way that actually feels personal, and generating interest. You don't run the calls, handle objections, or close. That's the recruiting team's job. Yours is to fill their pipeline and keep it full.
The system already exists - HubSpot, Clay, and FINTRX anchor it, and we're running outbound through tools like HeyReach and Smartlead today - but it’s time for a dedicated owner. The foundation is solid. The work is getting outbound running at reliable, repeatable volume - and bringing a sharp eye to whether we've even got the right tools for the job. If you like taking a system that's most of the way there and getting it to hum, you'll have a good time here.
WHAT YOU'LL DO
- Drive consistent, predictable outbound volume — the lever that turns into a steady flow of meetings — by strengthening sequencing, enrichment, and the data quality behind it.
- Pressure-test the tooling. HubSpot, Clay, and FINTRX are core; the outbound execution tools are open for debate. Know the ecosystem well enough to tell us where we're using the right tool and where we should switch.
- Build and run personalized-at-scale outbound across email and LinkedIn — currently via Smartlead and HeyReach, powered by Clay enrichment and HubSpot.
- Write outreach that earns replies and doesn't read like a mail merge — automated personalization that actually lands.
- Own the booked meetings number. Report on what's working, cut what isn't, and partner with the Head of Marketing on where the motion goes next.
YOU'RE PROBABLY A FIT IF
- You're AI-native and know the modern outbound stack cold (Clay, HubSpot, and the email/LinkedIn execution tools) — fluent enough to judge what's worth keeping and what should be swapped out. You'd rather build leverage than grind manual lists.
- You have real taste for cold messaging — you know the difference between personalized and "personalized."
- You're comfortable owning a number and figuring it out, not waiting for a playbook.
- You're early in your career but ready to step up — this is a player-coach seat with a path to owning growth for the recruiting motion: the demand engine that keeps our recruiters' calendars full as the team scales.
NICE TO HAVE
- Fluency in the B2B wealth management / RIA / advisor recruiting world. Not required — we can teach the domain faster than the craft.
HOW WE'LL MEASURE YOU
- First 90 days: get outbound running at consistent, predictable volume — fixing the data issues that hold it back — so it produces a steady weekly flow of qualified financial advisor conversations for our recruiting team.
- Ongoing: qualified, accepted meetings booked, week over week — steady volume and quality, not one-off spikes.
REPORTING
Reports to the Head of Marketing and works hand in glove with the Director of Advisor Recruiting, with direct access to our co-founder and CEO.
WHAT IT’S LIKE TO WORK AT COMPOUND
Compound operates with integrity, communicates with transparency, and takes accountability seriously. You’ll work closely with driven colleagues across functions - advisory, engineering, tax, and operations - who hold themselves, and each other to a high bar. It’s a culture built for people who want to move fast, build something that lasts, and all aligned around a shared mission.
The $84 trillion wealth transfer happening over the next few decades will reshape the financial landscape. Compound is building for that future - and the GTM Engineer, Advisor Recruiting will be a key player in shaping how we get there.