Sales Recruiter, Salesforce

• Experience: 5+ years of recruiting experience (agency and/or in-house), with a proven track record in a fast-paced Sales or GTM recruiting environment
• In-Office Availability: Ability to work from the local office a minimum of 3 days a week
• Agility & Resilience: Proven ability to navigate ambiguity, adapt to shifting priorities, and excel in a highly fluid, "grey area" corporate landscape
• Sourcing Expertise: Demonstrated success sourcing and hiring passive candidates from direct competitors using advanced direct-sourcing and interviewing techniques
• Market Knowledge: Familiarity with technology/SaaS markets and the ability to articulate the Agentic Enterprise value proposition and story to candidates
• Relationship Building: Strong communication skills with the ability to cold-call, build relationships over the phone, and influence senior hiring managers and executives
• Execution: Ability to successfully deliver on deadlines and flawlessly execute in a high-volume, high-velocity environment
• Tools: Proficiency with Workday ATS, Slack, GoodTime and Google preferred

Desirable

• We are seeking an experienced Sales Recruiter to support our high-growth Sales organization. This is a high-volume, exceptionally fast-paced environment that requires a talent partner who thrives in ambiguity. In this role, you will manage the entire hiring process from initial sourcing to offer acceptance or be in a split model, helping us scale our Go-To-Market teams
• High-Velocity Recruiting: Source, recruit, and hire high-caliber sales professionals specifically for our fast-paced Go-To-Market teams
• Navigate Ambiguity: Effectively operate and make sound decisions within a fluid, rapidly changing environment, turning abstract hiring needs into structured talent pipelines
• Strategic Sourcing Partnership : Work collaboratively with our Talent Attraction team to accept talent and proactively apply candidates to multiple open opportunities
• Leadership Partnership: Build solid relationships with Sales leadership teams, serving as a trusted talent advisor before, during, and after the recruiting process. Weekly requirements include attending pipeline meetings, presenting to the business on current and in flight pipeline as well as the ability to have direct conversations and give constructive feedback
• Cross-Functional Alignment: Partner with internal departments (Finance, Legal, etc.) to smoothly drive the recruiting process, negotiate offers and seamlessly bring talent through to onboarding