Team Lead, Post Sales Recruiter

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Team Lead, Post Sales Recruiter based in United States.

The Team Lead, Post Sales Recruiter will own strategic and business-critical recruiting across Customer Success, Global Investigations, Compliance, Revenue Operations, and adjacent go-to-market functions. This role combines full-cycle executive recruiting with day-to-day leadership of a recruiting pod, serving as a mentor, problem solver, and force multiplier for the broader team. You will partner closely with senior stakeholders to shape hiring strategies, calibrate talent, navigate complex searches, and close exceptional candidates. Beyond managing your own requisitions, you will establish operating rhythms, improve recruiting processes, experiment with new sourcing approaches, and help remove executional barriers for teammates. The role is highly data-driven, requiring strong market intelligence, funnel analysis, and judgment to continuously improve search performance. You will operate in a fully remote, async-first environment alongside globally distributed colleagues who value speed, ownership, rigorous execution, and continuous learning. Success will be measured through the quality and impact of your hires as well as your ability to elevate the effectiveness of the wider recruiting organization.

Accountabilities:

• Lead the post-sales recruiting pod by running executive-level hiring syncs, setting priorities, maintaining cadence, and ensuring strong follow-through across recruiters and hiring managers.
• Represent the recruiting pod in headcount and workforce-planning discussions, bringing market intelligence, hiring trends, risks, wins, and blockers to Talent leadership.
• Mentor recruiters and provide hands-on support with prioritization, search strategy, problem-solving, calibration, and execution.
• Drive experimentation across sourcing strategies, recruiting processes, retrospectives, decision documents, and operating practices, turning insights into durable improvements.
• Own full-cycle recruiting for senior and business-critical positions across Customer Success, Global Investigations, Compliance, Revenue Operations, and related business functions.
• Partner strategically with executive stakeholders on market dynamics, candidate calibration, hiring strategy, search progress, and closing approaches.
• Build targeted sourcing strategies and market maps to identify exceptional passive talent across high-growth technology, fintech, crypto, public-sector, and financial-services environments.
• Create a high-quality candidate experience for senior and specialized talent throughout the recruiting process.
• Analyze recruiting data, funnel health, conversion rates, and pipeline quality to diagnose search performance and adjust strategies in real time.
• Serve as a recruiting craft leader, raising standards for sourcing, talent intelligence, stakeholder management, candidate engagement, and strategic search execution.
• Help establish efficient hiring processes, including intake, calibration, interview design, and ongoing performance analysis.
• Maintain strong operating rhythms across a distributed team through clear documentation, proactive communication, and effective collaboration across time zones.
• Deliver against defined speed and hiring milestones, including rapid intake and calibration, market mapping, sourcing, interview-process setup, funnel analysis, and successful hiring outcomes.
• Contribute to a high-ownership, high-velocity recruiting culture focused on experimentation, continuous improvement, and measurable business impact.

Requirements:

• 10+ years of recruiting experience, including 7+ years owning post-sales searches within high-growth technology companies.
• Experience leading or setting direction for a recruiting pod, including running hiring syncs, unblocking searches, driving experimentation, and helping establish effective team operating rhythms, whether or not you have formally managed people.
• Proven ability to reduce operational overhead for recruiting leadership by owning team cadence, process rollouts, retrospectives, decision documentation, and execution.
• Demonstrated success hiring senior and specialized talent across Customer Success, Global Investigations, Compliance, Revenue Operations, and adjacent go-to-market or business functions.
• Strong recruiting fundamentals, including market mapping, talent intelligence, passive candidate engagement, confidential searches, executive stakeholder management, and senior-level closing.
• Ability to quickly understand complex corporate roles and translate business needs into effective search strategies.
• Strong analytical capabilities, with experience interpreting recruiting metrics, funnel health, conversion rates, and pipeline quality and translating insights into action.
• Exceptional stakeholder-management skills, including the ability to build trust, influence senior leaders, challenge assumptions thoughtfully, and operate as a strategic talent advisor.
• Excellent written and verbal executive communication skills, with the ability to clearly synthesize market intelligence, candidate tradeoffs, search progress, and recommendations.
• High ownership, persistence, judgment, and discretion when navigating ambiguous, confidential, and business-critical searches.
• Ability to balance speed and quality while maintaining a consistently high talent bar.
• Strong mentoring and coaching capabilities, with a demonstrated ability to elevate the performance and craft of fellow recruiters.
• Comfortable working in a fully remote, async-first environment with significant cross-time-zone collaboration.
• Strong AI fluency and willingness to use AI to accelerate workflows, structure problems, improve output quality, and increase recruiting speed and leverage.

Benefits:

• Competitive U.S. base salary of $172,000–$196,000.
• Individual compensation determined based on skills, qualifications, experience, and location.
• Compensation may be adjusted to reflect different geographic costs outside the United States.
• Potential eligibility to participate in an equity plan.
• Fully remote and distributed-first work environment.
• Async-first culture supported by thorough documentation, proactive communication, and structured collaboration.
• Regular team collaboration through weekly hiring and sourcing syncs and bi-weekly team meetings.
• Significant overlap with U.S. Pacific Time business hours, with team members maintaining at least four hours of PST overlap.
• Opportunity to work on complex recruiting challenges involving AI, national security, financial services, public-sector organizations, and technology.
• Strong emphasis on continuous learning, recruiting craft, experimentation, and professional growth.
• High-ownership environment with meaningful opportunities to influence recruiting strategy, processes, and team performance.
• Structured onboarding expectations, including becoming the direct owner of assigned positions within 30 days, reaching final-round sourced candidates within 60 days, and making 2–3 hires within the first 90 days.

How Jobgether works:

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.