Sr. Executive Sourcer

Description

The Senior Executive Talent Sourcer, Go-to-Market is a strategic member of our Executive Search team, dedicated to identifying and engaging Senior Director+ leaders across our revenue organization. You will be a trusted market advisor to recruiters and hiring leaders: mapping talent markets, shaping search strategy with data, and building calibrated slates of executives who can sell and scale AI in the enterprise.

This role primarily supports searches based in the United States, with partnership on global GTM searches as needed.

Responsibilities

• Partner with executive recruiters and GTM hiring leaders at intake to define and challenge the search: the problem the role solves, the profile that fits, and where that talent sits in the market.
• Build market maps and competitive org charts across enterprise software, AI, cybersecurity, and hyperscaler sales organizations, and keep them current as leaders move.
• Identify, engage, and qualify Senior Director+ GTM leaders, assessing quota and attainment history, deal size, segment, team scale, and experience selling AI and consumption-based offerings.
• Deliver calibrated talent slates with a clear point of view on each candidate and on the market overall.
• Use market data, including compensation benchmarks, talent supply, and competitor moves, to advise hiring leaders and adjust search strategy when the market doesn't match the spec.
• Source for emerging roles without established titles, such as forward-deployed engineering, AI specialist overlays, and AI value realization, by mapping capabilities rather than matching titles.
• Use AI tools every day for research, mapping, and outreach, and help the team improve how we source.
• Create a high-touch, discreet experience for every executive you engage, whether or not they join the company.
• Manage multiple concurrent executive searches while maintaining pipeline quality and responsiveness.
• Search areas
• You will support Senior Director+ searches across the GTM organization focusing on talent that often comes from enterprise software, AI platforms, cybersecurity, hyperscalers, and GSIs.

Requirements

• What you bring
• Current executive sourcing experience at the Senior Director+ level, in retained executive search or an in-house executive search team.
• 3+ years focused on sourcing executive level GTM/Sales leadership in enterprise software, AI, cybersecurity, or cloud infrastructure.
• Fluency in GTM metrics and the ability to qualify a sales leader's track record: quota, attainment, ACV, net revenue retention, deal size, segment, and team scale.
• Strong understanding of GTM compensation, including OTE, base and variable mix, accelerators, and equity, and how it shapes candidate motivation and offer strategy.
• Deep knowledge of the enterprise GTM talent landscape: key competitors, how their sales organizations are structured, and recent leadership moves.
• Hands-on use of AI tools in sourcing, research, and market mapping, plus the ability to assess a candidate's real experience selling and scaling AI.
• Proven ability to build market maps and use talent data to influence hiring leaders and change search strategy.
• A track record of building diverse, calibrated executive slates across multiple concurrent searches.
• Executive presence, discretion, and clear written and verbal communication with senior candidates and hiring leaders.
• The judgment to work independently and the instinct to collaborate closely with recruiting partners.
• Knowledge of the cybersecurity and identity GTM landscape.
• Experience sourcing for GSI and hyperscaler alliance leadership or co-sell roles.
• Experience sourcing in the context of M&A, including identifying and retaining GTM talent from acquired companies.
• Familiarity with talent intelligence platforms and executive compensation data sources.
• JV20
• Additional Information
• Work Personas
• We approach our distributed world of work with flexibility and trust. Work personas (flexible, remote, or required in office) are categories that are assigned to the company employees depending on the nature of their work and their assigned work location. Learn more here . To determine eligibility for a work persona, the company may confirm the distance between your primary residence and the closest the company office using a third-party service.