Business Recruiter
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Apollo.ioSaaS recruiting
Remote, United StatesFull-TimeSenior
SalaryTier 1 Pay Range (San Francisco, New York City, Seattle) $160,000 — $180,000 USD; Tier 2 Pay Range (All other US Locations) $138,000 — $158,000 USD. The listed Pay Range reflects the total cash compensation inclusive of annual base salary and annual bonus as applicable. Pay Transparency Range $138,000 — $180,000 USD
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Job Details
- Experience
- 7+ years of full-cycle recruiting experience
- Required Skills
- SaaS
Requirements
- Have 7+ years of full-cycle recruiting experience, focused on Sales, Revenue, or Marketing roles in SaaS.
- Demonstrate recruiting delivery in high-growth environments involving complexity and ambiguity.
- Bring credibility with stakeholders at all levels and the ability to challenge and influence.
- Monitor recruiting funnel health, diagnose issues, and use data in stakeholder discussions.
- Have built repeatable workflows or automation that measurably improved output, and be able to explain what was built and its results.
- Be familiar with Revenue teams, high-performing marketing organizations, and product-led growth models.
- Have hands-on experience with Greenhouse and Gem and maintain clean data hygiene.
- Communicate clearly and directly and influence across functions without authority.
- Identify problems, generate solutions, and drive progress without waiting for direction.
Responsibilities
- Own full-cycle recruiting for mid- and senior-level roles across G&A, Sales, and Marketing.
- Build and adapt sourcing strategies to generate qualified, diverse pipelines based on funnel performance.
- Conduct structured screens and interviews, design interview plans, and lead calibrated debriefs.
- Manage 20+ phone screens per week and drive 360+ outbound contacts per quarter.
- Maintain accurate, real-time pipeline data in Greenhouse and report progress to leadership.
- Track funnel metrics, identify root causes of slowdowns, and bring data-informed recommendations to stakeholders.
- Partner with hiring managers and business leaders on role scoping, candidate profiles, and hiring expectations.
- Work with Finance, HR, and Compensation on offer approvals and headcount processes.
- Build or improve workflows, processes, or tools to create efficiency beyond individual requisition work.
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