Recruiter, Sales (APJ)

Description

The company builds an intelligent orchestration platform for DevSecOps that helps organizations raise developer productivity, run operations more efficiently, lower security and compliance risk, and speed up digital transformation.

The platform has over 50 million registered users, and more than 50% of the Fortune 100 use it to ship better, more secure software faster. The 50% figure is the company's own claim, based on its data.

Fortune 100 here means the top 20% ranked companies on the 2025 Fortune 500 list, published in June 2025. Fortune 500 is a registered trademark of Fortune Media IP Limited, used under license. Fortune and Fortune Media IP Limited are not affiliated with the company and do not endorse its products.

As a Go-to-Market (GTM) Recruiter, you will be an individual contributor who helps build the GTM teams behind the company's growth. You will work with leaders in Sales, Marketing, Customer Success, Professional Services, Field Operations, Enablement, and Ecosystems, owning each search from intake to close while building inclusive pipelines and using data and market insight to guide decisions.

You will join a globally distributed, remote-first Talent Acquisition team that values clear communication and dependable follow-through. The team works by Speed with Quality, Ownership Mindset, and Customer Outcomes, and shares what it learns through reusable hiring resources.

The company expects every team member to bring AI into daily work to improve efficiency, innovation, and impact. Its culture rests on its values and ongoing knowledge sharing.

Responsibilities

• Run full-cycle searches for Account Executives, Solutions Architects, Customer Success, Sales Development, and Sales Operations roles, often 12 to 15 requisitions at once, and keep Greenhouse records accurate and current.
• Lead intake and kickoff meetings to agree on role scope, territory or segment, quota and ramp, interview plans, and timelines, drawing on senior team guidance when needed.
• Work with hiring teams to run fair, structured interviews with defined competencies and actionable feedback. Challenge weak assumptions and raise risks or blockers early.
• Use market research, compensation and on-target earnings (OTE) benchmarks, funnel metrics, and candidate feedback to shape search strategy and fix hiring problems.
• Judge sales candidates on their track record, quota attainment, deal complexity, and fit with the company's sales segments and approach.
• Create research-based, diversity-focused sourcing plans that mix applicants, passive talent, referrals, internal candidates, and targeted outreach.
• Give candidates a strong experience through tidy pipeline management, proactive updates, timely feedback, and offer talks that clearly explain pay and OTE.
• Improve hiring practice by sharing lessons and reusable tools, using artificial intelligence (AI) responsibly, and representing the company's mission, values, and culture.

Requirements

• Full-cycle recruiting experience in competitive markets, including offer and compensation conversations.
• Sales or go-to-market recruiting background, or a clear interest in learning sales segments, quotas, OTE, ramp time, territory design, and sales cycles.
• Advisor skills: building stakeholder trust, influencing without formal authority, and setting clear expectations with hiring teams.
• Experience building proactive, diversity-focused sourcing strategies and balanced pipelines.
• A data-informed approach that turns funnel insights into practical next steps.
• Strong organization across many requisitions, clear written and spoken communication across time zones, attention to detail, and care for candidates.
• Experience with an applicant tracking system and recruiting tools such as Greenhouse, LinkedIn Recruiter, Metaview, LinkedIn Insights, SeekOut, or similar platforms. You can assess AI-generated work, protect confidential information, and share responsible workflows with teammates.
• Helpful, not required: technology or business-to-business (B2B) software recruiting experience.

Conditions

The role is fully remote. The company hires in countries around the world, and some roles carry location-based eligibility requirements, which the Talent Acquisition team can explain once the recruiting process begins.

The company welcomes applicants with varied experience levels, and you should apply even if you do not meet every requirement.

Benefits

• Benefits covering health, finances, and well-being.
• Flexible paid time off.
• Team member resource groups.
• Equity compensation and an employee stock purchase plan.
• Growth and development fund.
• Parental leave.
• Home office support.