blah blah blah Hiring sales folks is just as tough (and important) as hiring engineers, yet tech recruiters get all the glory! There’s no code to review so you have to be super analytical to cut through the noise. Your hiring managers tend to be the ones most likely to go rogue on your process so you’ve got to know how to manage across and up. And then when it comes time to close, your candidates all want to negotiate. Everything. So you need to be part hostage negotiator. If this sounds like a typical Monday to you and you’re ready to bring your skills to a startup that will respect and value them, read on. We are now looking for a great startup recruiter to drive the next phase of our growth here in San Francisco. In this highly consultative role, you will truly partner with the business, working side by side with our VP of Sales to find and hire the best possible folks for our Sales, Marketing, and Customer Success teams. You’ll own the hiring process from role kickoff to offer negotiation while working with the Head of Talent to continuously iterate and optimize our process, tools, and candidate experience. Outcomes • Effectively hitting hiring targets for Sales business units • High level of customer satisfaction - successful client management • Strong cross functional partnerships • Setting the tone for operational excellence and client management across broader team • Work with Sales teams to define the quality bar for hires and then effectively hold the quality bar for Sales hiring Skillset • Has autonomously supported at least one line of business for hiring • Has effectively manage senior leadership/hiring manager relationships, specifically within Sales - can provide specific examples of how they’ve influenced the recruiting strategy for a Sales organization • Has effectively managed and evaluated inbound and outbound Sales talent • Has experience recruiting passive talent • Has history of effective partnerships with hiring teams • Has partnered effectively with Recruiting Coordination and Sourcing support teams • Has proven ability to negotiate and close candidates - can talk about close ratios • Has sourced and recruited a high bar of talent • Proven ability to work cross functionally to drive candidates to hire blah blah blah