Senior Business Recruiter, Upbound

• 5–7+ years of full-cycle recruiting experience, with significant time focused on GTM / revenue roles (Sales, SDR/BDR, SE, CS, Marketing, RevOps)
• Experience hiring for technical GTM roles (Sales Engineers, Solutions Architects), highly desired
• Demonstrated success hiring in fast-paced environments (high-growth startup and/or scaling teams)
• Strong sourcing capability: proactive outbound, pipeline building, and ability to engage passive GTM talent
• Comfort partnering with senior stakeholders; able to influence, calibrate, and push for clarity
• Strong business acumen: understands sales org structures, quotas, territories, sales cycles, and GTM metrics
• Skilled at closing: can craft compelling narratives, manage objections, and build competitive offer strategies
• Data-oriented: uses funnel metrics and market insights to make decisions and improve outcomes
• Strong process orientation with a bias for action and continuous improvement
• Excellent communication, organization, and stakeholder management

Desirable

• We’re looking for a Sr Business Recruiter to own full-cycle recruiting for revenue and go-to-market (GTM) roles—Sales, Business Development, Sales Engineering, Solutions Architects, Customer Success, Partnerships, Marketing and Demand Generation
• This recruiter will be a strategic partner to GTM leadership, driving hiring plans that directly support pipeline growth and revenue outcomes
• You’ll build repeatable, data-driven recruiting motions, strengthen our employer brand with revenue talent, and deliver exceptional candidate and hiring manager experiences. Come be part of building our revenue and GTM teams!
• Own full-cycle recruiting for GTM roles across levels (IC through leadership), from intake to close
• Partner with Sales, CX, Marketing, and RevOps leaders to translate growth targets into hiring strategies and calibrated profiles
• Build and maintain high-quality pipelines using outbound sourcing, referrals, events, talent communities, and market mapping
• Run structured hiring processes: scorecards, interview plans, debriefs, and consistent decision-making
• Drive strong offer strategy and closing plans (comp, leveling, competitive intel, stakeholder alignment)
• Track and improve funnel performance (conversion rates, time-to-fill, quality-of-hire signals) and share insights with stakeholders
• Improve recruiting operations for GTM hiring (process, tooling, templates, interview training, candidate communication)
• Elevate employer branding for revenue talent (messaging, content ideas, candidate touchpoints, storytelling with the business)
• Ensure fair, inclusive hiring practices and consistent, compliant recruiting processes
• Key outcomes (what success looks like):
• Consistent delivery of hires for priority GTM roles, meeting quarterly hiring goals
• Healthy pipelines for top recurring roles (e.g., SDR/AE/CSM/SE), reducing time-to-fill
• Improved funnel conversion through better calibration, assessment, and candidate experience
• Strong hiring manager satisfaction and clear, predictable recruiting operations
• Closing performance that increases offer acceptance rates for competitive GTM talent