Senior Manager, Go-to-Market Recruiting

About the role

As the Senior Manager, GTM Recruiting, you will lead talent acquisition for Sales, Customer Experience, and supporting operational functions (RevOps, Account Management, Enablement). You will act as a strategic advisor to C‑Suite and senior revenue leaders, translating business goals into workforce plans, headcount forecasts, and proactive talent pipelines. You will lead, mentor, and elevate a team of recruiters, set and defend an exceptional talent bar, and ensure each hire contributes to revenue growth and an outstanding customer experience.

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; managing capacity, conducting performance development, and maintaining a high‑performing, inclusive team culture.
• Operational Strategy & Model Optimization: Continually evaluating operational efficiency and recruiter workflows; assessing when and how to evolve the team structure (e.g., split between specialized sourcers and full‑cycle recruiters) as hiring volume dictates.
• Leadership Search Oversight: Guiding experienced recruiters on high‑visibility leadership searches (Manager through Senior Director levels) across Sales and CX, and 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, offer acceptance) to executive leadership to highlight successes and proactively eliminate bottlenecks.

Requirements

• Urgency & Bias for Action: Understand the operational impact of open sales quotas and delayed customer support ramps; 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.

Pay

NYC Base Salary Range: $159,000—$215,000 USD. Silicon Valley, CA Base Salary Range: $159,000—$215,000 USD. Certain positions are also eligible for variable pay and/or equity; your recruiter will discuss the full compensation package details.