Manager, Talent Acquisition GTM
New
J
JobgetherCybersecurity SaaS
Work remotely from the United StatesFull-TimeManager
SalaryAnnual salary of $173,800 USD
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Job Details
- Experience
- At least 7 years of professional recruiting experience, including 2 or more years focused on sales or commercial hiring; at least 5 years of experience managing and developing high-performing recruiting teams.
- Required Skills
- Stakeholder management
Requirements
- Have at least 7 years of professional recruiting experience.
- Have at least 2 years of experience focused on sales or commercial hiring.
- Have at least 5 years of experience managing and developing recruiting teams.
- Bring previous recruiting experience in a Software-as-a-Service (SaaS) environment.
- Translate business needs into hiring plans, manage recruiting capacity, and prioritize requisitions.
- Use a data-driven approach to investigate performance trends, identify root causes, and implement practical solutions.
- Build trusted relationships, influence decision-making, and collaborate with senior business leaders and cross-functional teams.
- Manage competing priorities and maintain delivery standards in a fast-paced, evolving environment.
- Be familiar with AI-powered recruiting tools and willing to experiment with emerging technologies.
- Preferred: experience recruiting in cybersecurity, operational technology (OT), industrial control systems (ICS), industrial technology, or other specialized technical markets.
Responsibilities
- Manage, coach, and develop a team of at least three Talent Acquisition partners.
- Translate annual hiring objectives into quarterly operating plans, capacity models, recruiting priorities, and measurable outcomes.
- Build expertise in GTM functions, commercial hiring needs, organizational priorities, and the competitive talent landscape.
- Partner with Employment Brand, Compensation, People Business Partners, and other stakeholders on recruitment strategies.
- Improve recruiting processes and standardize practices across international teams.
- Balance an individual requisition workload against business priorities, team capacity, and hiring demands.
- Integrate AI-powered recruiting tools and emerging technologies into recruiting workflows.
- Use recruiting data and key performance indicators to identify bottlenecks and improve hiring outcomes.
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