Principal Talent Acquisition Manager (Go-to-Market Recruiting)
J
JobgetherTalent Acquisition
United StatesFull-TimeManager
Salary not disclosed
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Job Details
- Experience
- 8–12+ years
- Required Skills
- Stakeholder managementData analytics
Requirements
- 8–12+ years of experience in go-to-market recruiting or talent acquisition.
- Significant experience supporting Sales, Marketing, Customer Success, or Revenue Operations functions.
- Demonstrated success building or scaling recruiting processes in fast-growing organizations.
- Strong sourcing expertise for competitive, hard-to-fill go-to-market roles.
- Proven ability to partner with senior executives to translate business priorities into talent strategies.
- Strong understanding of recruiting funnels, pipeline metrics, and data-driven talent acquisition.
- Excellent communication, stakeholder management, and judgment skills.
- Experience with modern recruiting technology, automation, analytics, and AI-assisted platforms.
- Preferred: Experience within high-growth SaaS, data-driven technology, or healthcare technology environments.
- Preferred: Experience in employer branding or talent marketing.
Responsibilities
- Lead the overall go-to-market recruiting strategy across Sales, Marketing, Customer Success, and Revenue Operations.
- Partner with senior business leaders to understand workforce plans, define talent profiles, prioritize hiring needs, and develop effective recruiting strategies.
- Assess and improve recruiting processes, funnel performance, sourcing effectiveness, candidate experience, and hiring outcomes.
- Build scalable recruiting systems, workflows, and operating practices that increase speed, quality, consistency, and predictability.
- Develop and maintain strong talent pipelines for priority and hard-to-fill go-to-market positions.
- Strengthen outbound sourcing strategies and employer branding initiatives to attract high-quality candidates.
- Establish and monitor recruiting metrics, including pipeline health, conversion rates, hiring velocity, and time-to-fill.
- Use recruiting technology, automation, analytics, and AI-assisted tools to improve sourcing and workflows.
- Coach hiring managers on interviewing, candidate assessment, and effective hiring practices.
- Lead, mentor, and develop recruiters while establishing a culture of accountability and data-driven decision-making.
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