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.

You’ll enjoy this role if you are…

• 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.

Your day-to-day is…

• 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.

You’ll be successful in this role if you have…

• 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.