Senior Talent Acquisition Partner

The Role

You own US commercial hiring end to end. Sales, GTM and revenue roles are the bulk of what you fill, and the pipeline is already live: VP of Sales, Senior Enterprise Account Executives, Mid Market Account Executives, Sales Development Reps, a Founding Partnerships Leader and GTM Strategy and Operations hires, across New York, Tampa and San Francisco.

You will source, run and close these searches yourself. You set the bar with hiring managers, generate your own candidate flow, move fast and protect quality while you do it. You hit the ground running from week one.

What We Are Looking For

You understand sales, not just how to recruit salespeople but what strong sales performance actually looks like. You can hold an intelligent conversation with a VP of Sales or CRO about quota attainment, pipeline generation, sales cycles, conversion rates, outbound activity, forecasting and territory planning, and you know what separates top performers from the rest.

You will likely bring most of the following:

• Proven experience recruiting commercial talent: SDRs, BDRs, Account Executives, Sales Managers and revenue leaders.
• Strong outbound sourcing. You spend as much time proactively finding candidates as managing inbound.
• A track record of filling difficult commercial roles quickly without dropping the quality bar.
• High agency. You find problems, solve them and keep momentum without waiting to be told.
• Sharp judgement on what bar raiser talent looks like, and the ability to spot it beyond the CV: quota attainment, pipeline generation, average deal size, sales cycle length, win rates, forecast accuracy, territory performance, enterprise vs mid market vs SMB experience, outbound capability and familiarity with methodologies such as MEDDICC, Challenger, SPIN or Command of the Message.
• The ability to tell genuine top performers apart from candidates who just interview well.
• Disciplined recruiting process and clean candidate management.
• Comfort operating at startup pace where priorities shift and hiring needs change weekly.

Agency recruiters are welcome. If you have run commercial searches in an agency and want to own hiring in house, this is a strong fit. Lever experience helps, but your recruiting judgement matters far more than the ATS you have used.

How You Will Spend Your Time

• Proactively sourcing commercial talent every day.
• Building relationships with passive candidates before we need them.
• Running fast, disciplined interview processes.
• Partnering with hiring managers to define hiring bars and interview criteria.
• Keeping recruitment data, pipelines and forecasting accurate.
• Reducing time to fill while raising quality of hire on every search.

$80,000 - $130,000 a year