Senior Manager, Go-to-Market Recruiting

Key Responsibilities

• 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.

Key Requirements

• 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.