Senior Manager, Go-to-Market Recruiting

Our revenue and customer-facing teams are the backbone of our growth and the face of our brand. As the Senior Manager, GTM Recruiting, you will play a pivotal role in leading talent acquisition for our Sales, Customer Experience, and supporting operational functions (including RevOps, Account Management, and Enablement). 

You will act as a strategic advisor and thought partner to our C-Suite and senior revenue leaders, helping translate high-level business goals into precise workforce plans, headcount forecasts, and proactive talent pipelines. In this role, you will lead, mentor, and elevate a team of engaged recruiters, creating a supportive and high-performing culture. By setting and defending an exceptional talent bar, you ensure every new hire directly contributes to revenue growth and an outstanding customer experience.

• A Strategic Executive Partner: You view recruiting as a core business function. You enjoy sitting down with leaders to challenge assumptions, guide talent strategy, and align hiring targets with business revenue goals.
• A Builder and Talent Architect: You love designing structured, objective hiring practices that raise the bar. You enjoy analyzing team mechanics and thinking through workforce capacity, headcount forecasting, and ideal operating models.
• A Coach and People Developer: You find genuine joy in mentoring recruiters, fostering a high-trust culture, and driving sustainable growth. You know when to coach, when to give feedback, and how to make tough performance management decisions with empathy and respect.
• Data-Driven and Process-Oriented: You believe that data creates accountability and drives better strategy. You naturally blend analytical rigor with intuition to optimize pass-through rates, time-to-fill, and candidate velocity across the funnel.
• Driven by Ownership and Humility: You operate with high autonomy, hold yourself and your team to rigorous standards, and treat every candidate, stakeholder, and peer with dignity and respect.

• Executive Partnership & Planning: Partnering directly with GTM leaders, RevOps, and Finance to build multi-quarter headcount forecasts, model capacity, and define profiles for revenue-generating and customer-facing teams.
• Defending the Talent Bar: Building and refining competency-based evaluation frameworks, structured interview kits, and scorecard criteria to ensure every hire - from individual contributor AEs to Director-level leaders - raises team quality.
• Team Leadership & Development: Coaching, mentoring, and managing a team of full-cycle recruiters. You’ll manage capacity, conduct performance development, and maintain a high-performing, inclusive team culture.
• Operational Strategy & Model Optimization: Continually evaluating operational efficiency and recruiter workflows. You will assess when and how to evolve our team structure (such as evaluating a split between specialized sourcers and full-cycle recruiters) as hiring volume dictates.
• Leadership Search Oversight: Guiding experienced recruiters on the team as they run high-visibility leadership searches (Manager through Senior Director levels) across Sales and CX, while serving as the primary liaison when partnering with external agency partners.
• Data & Funnel Analytics: Tracking, analyzing, and presenting key recruitment metrics (pipeline velocity, conversion rates, source mix, and offer acceptance) to executive leadership to highlight successes and proactively eliminate bottlenecks.

• Urgency & Bias for Action: You understand the operational impact of open sales quotas and delayed customer support ramps; you move intentionally, strategically, and quickly.
• 8+ years of total recruiting experience, with a focus on in-house talent acquisition supporting fast-paced Sales, Customer Experience (CX), Customer Success, or Revenue Operations teams.
• 3+ years of direct people management experience, with a proven history of coaching, mentoring, and developing recruiters.
• Executive Presence & Influence: Demonstrated experience directly advising, partnering with, and constructively challenging C-Suite and senior executive stakeholders on headcount planning and hiring profiles.
• Data Literacy & ATS Expertise: Strong track record of leveraging ATS reporting (e.g., Greenhouse, Lever) and recruitment KPIs to forecast output, optimize funnels, and communicate actionable insights to leadership.
• Sales & CX Domain Acumen: Deep familiarity with sales methodologies, compensation structures (OTEs, quotas, accelerators), and customer experience metrics.
• Process Infrastructure Rigor: Experience establishing structured, bias-reduced interview processes and candidate scorecard mechanics that raise the hiring bar.