Senior Recruiter, Sales & GTM

The Senior Recruiter, Sales & GTM runs full-cycle hiring for the go-to-market talent market - account executives and SDRs / BDRs, sales managers and directors and VPs, customer success, sales engineering, revenue operations, and go-to-market marketing - and carries the searches that need the most judgment: the senior and executive sales-leadership hires, the confidential ones, the ambiguous new-motion or new-segment builds, and the high-volume quota-carrier scale-ups. This is a senior individual-contributor seat reporting to a Talent Acquisition Manager or Head of Talent, with two things that distinguish it from a standard recruiter req load: it is senior (it takes the hard, exec, and strategic GTM searches, sets how the sales-talent market is recruited, and mentors newer recruiters on the craft) and it is domain-specialized (its expertise is the go-to-market talent market - reading a sales track record, calibrating a quota-carrier bar to a selling motion, and closing professional negotiators - which is a different market from corporate-general and from engineering). It owns each search end to end and partners closely with sales and GTM hiring managers, sales leadership, compensation, and the candidates. What makes this seat GTM rather than general recruiting is market fluency, and what makes it senior is judgment plus lift. The market fluency is reading a seller for real: a number on a résumé is not attainment, so the craft is separating a repeatable closer from someone who rode a hot territory, an inbound-fed pipeline, or one big year - reading quota attainment across periods, quota and deal size against your own ACV, the motion and segment they sold in, ramp, and whether they carried the bag or rode the wave. The seniority is carrying the searches a standard recruiter cannot - the confidential VP Sales or CRO search, the first-of-its-kind motion build, the exec slate leadership needs to trust - and setting the GTM recruiting approach (how the team reads a track record, calibrates a motion, and runs an OTE close) so the whole function's sales hiring gets better, not just this recruiter's reqs. It is not the Talent Acquisition Specialist (a full-cycle IC for the general / corporate market at a standard req load - this seat is both senior and specialized in the GTM / sales talent market), not the Technical Recruiter (full-cycle for the engineering / technical market - this seat is the go-to-market / sales market, a different talent pool, a different calibration, and a different close), and not the Talent Acquisition Manager or Senior Recruiting Manager (who manage the recruiting team, own the function, headcount plan, and capacity - this senior IC carries the hardest searches and mentors, but manages no one and escalates the people, budget, and vendor calls up). Performance is visible in ramp-to-productivity and first-year quota attainment of the hires, time-to-fill on hard and senior searches, offer-acceptance, and the level the recruiters mentored operate at - so better judgment produces a measurably better sales org.