About the role

We’re looking for a Sr Business Recruiter to own full-cycle recruiting for revenue and go-to-market (GTM) roles—Sales, Business Development, Sales Engineering, Solutions Architects, Customer Success, Partnerships, Marketing and Demand Generation. This recruiter will be a strategic partner to GTM leadership, driving hiring plans that directly support pipeline growth and revenue outcomes. You’ll build repeatable, data-driven recruiting motions, strengthen our employer brand with revenue talent, and deliver exceptional candidate and hiring manager experiences. Come be part of building our revenue and GTM teams!

What you’ll do

• Own full-cycle recruiting for GTM roles across levels (IC through leadership), from intake to close.
• Partner with Sales, CX, Marketing, and RevOps leaders to translate growth targets into hiring strategies and calibrated profiles.
• Build and maintain high-quality pipelines using outbound sourcing, referrals, events, talent communities, and market mapping.
• Run structured hiring processes: scorecards, interview plans, debriefs, and consistent decision-making.
• Drive strong offer strategy and closing plans (comp, leveling, competitive intel, stakeholder alignment).
• Track and improve funnel performance (conversion rates, time-to-fill, quality-of-hire signals) and share insights with stakeholders.
• Improve recruiting operations for GTM hiring (process, tooling, templates, interview training, candidate communication).
• Elevate employer branding for revenue talent (messaging, content ideas, candidate touchpoints, storytelling with the business).
• Ensure fair, inclusive hiring practices and consistent, compliant recruiting processes.
  
  

What we’re looking for

• 5–7+ years of full-cycle recruiting experience, with significant time focused on GTM / revenue roles (Sales, SDR/BDR, SE, CS, Marketing, RevOps).
• Experience hiring for technical GTM roles (Sales Engineers, Solutions Architects), highly desired.
• Demonstrated success hiring in fast-paced environments (high-growth startup and/or scaling teams).
• Strong sourcing capability: proactive outbound, pipeline building, and ability to engage passive GTM talent.
• Comfort partnering with senior stakeholders; able to influence, calibrate, and push for clarity.
• Strong business acumen: understands sales org structures, quotas, territories, sales cycles, and GTM metrics.
• Skilled at closing: can craft compelling narratives, manage objections, and build competitive offer strategies.
• Data-oriented: uses funnel metrics and market insights to make decisions and improve outcomes.
• Strong process orientation with a bias for action and continuous improvement.
• Excellent communication, organization, and stakeholder management.
  
  

Nice to have

• Prior experience recruiting in B2B SaaS, developer tools, infrastructure, or enterprise software.
• Experience partnering on workforce planning and headcount prioritization.
• Experience building employer brand programs
  
  

Key outcomes (what success looks like)

• Consistent delivery of hires for priority GTM roles, meeting quarterly hiring goals.
• Healthy pipelines for top recurring roles (e.g., SDR/AE/CSM/SE), reducing time-to-fill.
• Improved funnel conversion through better calibration, assessment, and candidate experience.
• Strong hiring manager satisfaction and clear, predictable recruiting operations.
• Closing performance that increases offer acceptance rates for competitive GTM talent.