Senior Sales Recruiter, Hightouch

• 5+ years of full-cycle recruiting experience, with at least 3 years focused on enterprise or mid-market sales roles
• Proven track record of hiring Account Executives, Sales Leaders, and other GTM roles in fast-growing SaaS companies
• Experience sourcing passive talent in competitive markets using a variety of channels and tools
• Strong relationship-building skills with both candidates and hiring teams
• Ability to prioritize and manage multiple searches simultaneously without sacrificing quality
• Skilled at evaluating talent through structured interviews and performance-based assessments
• Excellent communication skills with the ability to influence and advise senior stakeholders
• Comfort working in a fast-paced, high-growth environment where priorities may shift quickly
• Must be Based in San Francisco and available to work onsite at the office on a hybrid schedule

Desirable

• We’re hiring a Senior Sales Recruiter to help us attract, engage, and hire top go-to-market talent as we scale our global sales team
• You’ll work directly with hiring managers, executives, and business partners to understand their priorities, translate them into effective hiring strategies, and ensure we bring on the best people to drive our growth
• In this role, you’ll act as both a trusted talent advisor and a relentless recruiter—crafting thoughtful outreach, driving structured interview processes, and ensuring every candidate has an excellent experience with Hightouch
• Your work will have a direct and visible impact on revenue growth by building the teams that sell, market, and deliver our products
• You’ll own end-to-end recruiting for high-priority roles while shaping how we identify, assess, and close exceptional talent
• Partner with GTM leaders to deeply understand role requirements, success profiles, and team culture
• Build targeted recruiting strategies that attract top-performing sales professionals in competitive markets
• Own the full-cycle recruiting process from sourcing to closing, ensuring a smooth and inclusive candidate experience
• Source talent through creative outreach, networking, and market mapping—proactively building talent pipelines
• Advise hiring teams on interview best practices, assessment methods, and compensation benchmarking
• Track pipeline metrics and share insights to help leaders make data-driven hiring decisions
• Collaborate with People Ops to ensure offer process, onboarding, and handoffs are seamless
• Maintain a strong understanding of the competitive talent landscape for enterprise SaaS sales roles
• Contribute to recruiting team knowledge sharing, tooling improvements, and process optimization

• Take-Home Assignment: Testing for sourcing ability and skill match
• Hiring Manager Screen [45m]: Get to know each other and see if the role could be a good mutual fitd
• Virtual Onsite [90m]: Round of interviews with hiring managers and team to check past experiences and future operating preferences to assess fit on company values and operating principles
• Final with Leadership [30m]: Final round with leadership focused on company core values