Talent Acquisition- Go To Market

About the Role

TideRock is a lower middle market private equity firm supporting hiring across our firm and 20+ portfolio companies. We're adding a recruiter to our internal team who brings strong business acumen and can operate as a true utility player — someone who thinks like a business partner first and a recruiter second. This person will carry meaningful ownership of go-to-market hiring (sales, marketing, Revenue Operations, business development) across our portfolio, while also flexing into finance, legal, operations, and supply chain searches as needs arise across our companies.

We're less focused on a narrow specialization and more focused on finding someone versatile, sharp, and business-minded — someone who can walk into a conversation with a CEO or CRO and hold their own, then pivot the next day to a different function entirely.

What Makes This Role Different

This is a fully in-house role at TideRock — you'd be joining our internal talent team, not sitting at an agency desk. That means real ownership: you're building relationships directly with hiring managers and executives across our portfolio companies, not just filling reqs and moving on to the next client.

You'll also get real variety — sales and GTM roles are a big focus , but you'll touch other functions too, and every portfolio company is a different business, different stage, different culture. If you like the idea of being a true business partner instead of a transactional recruiter, this is built for that.

What You'll Do

Own a Broad, Varied Recruiting Portfolio

• Run full-cycle searches across a mix of functions — with a meaningful concentration in sales and go-to-market roles (AEs, sales leadership, Revenue Operations, business development) — alongside finance, legal, operations, and supply chain searches as they arise
• Lead intake calls with portfolio companies executives to define role scope, ideal candidate profile, comp banding, and success metrics before sourcing begins
• Build tailored sourcing strategies per search — boolean strings, target company lists, and channel mix — based on each portfolio company industry, stage, and function
• Manage candidate pipelines across multiple concurrent searches, keeping hiring managers updated without needing to be chased
• Own scheduling logistics, offer coordination, and reference checks through close

Bring Real Business Acumen to Every Search

• Evaluate candidates on substance, not just resume keywords — for GTM roles, that means quota history, deal size, and sales motion fit; for other functions, the equivalent operational signals
• Understand enough about each portfolio company’s business model, market, and stage to have a credible conversation with both hiring managers and candidates
• Translate business context into hiring criteria — not just what the job description says, but what the company actually needs to succeed

Portfolio & Stakeholder Management

• Serve as the go-to recruiting partner for active portfolio company searches at any given time, adjusting cadence and communication style to each hiring manager
• Calibrate quickly with executives across different functions and comfort levels with hiring
• Flag market realities early (comp misalignment, unrealistic requirements, thin candidate pools) rather than waiting for a search to stall
• Build long-term relationships with portfolio company leadership so they come back to you for the next hire rather than defaulting to an agency

Market Intelligence & Pipeline Building

• Maintain market maps across the functions you recruit for most — not just reactive sourcing when a req opens
• Track talent across portfolio companies and adjacent industries for future openings
• Build proactive relationships with strong candidates who aren't ready to move yet

What You Bring

• 5+ years of full-cycle recruiting experience, go-to-market recruiting experience required (sales, marketing, Revenue Operations, or business development), but we're equally interested in versatile generalists with sharp business judgment
• Comfort evaluating candidates on real signals specific to their function, not just keyword matching
• Ability to manage multiple concurrent searches across different functions in a fast-paced, high-volume environment
• Strong stakeholder management — comfortable advising executives, not just executing on their requests
• PE-backed or portfolio company recruiting experience a plus, not required

Competitive compensation package with a base starting at $115,000 with added bonus potential.