MariaDB plc - Senior GTM Recruiter - Long Term Contract

• Full-Cycle Recruiting • Manage full-cycle recruiting for technical engineering sales roles across Sales and Marketing to support the GTM team. Some possible recruitment for Product, and SG&A as well. • Partner directly with hiring managers and executive stakeholders to define role requirements, calibrate candidate profiles, and build effective hiring strategies for each function. • Source active and passive candidates using a mix of channels: LinkedIn Recruiter, GitHub, technical communities, Boolean/X-ray search, referrals, and niche database/infrastructure networks. • Conduct technical and behavioral phone screens, assess candidates for role fit, technical depth, and cultural alignment, and manage candidates through onsite/virtual interview loops. • Own offer strategy, including compensation benchmarking, negotiation, and closing candidates in competitive, multi-offer situations. • Global & Regional Recruiting • Recruit across APAC and EMEA regions, and minimal possible roles in the Americas, adapting sourcing strategy, candidate messaging, and interview processes to regional market conditions, compensation norms, and labor regulations. • APAC and EMEA regions, • Americas • Partner with regional People/HR partners and legal teams to ensure compliant, locally-appropriate hiring practices (contracts, notice periods, work authorization, data privacy). • Manage time-zone-sensitive scheduling and communication to deliver a consistent, high-quality candidate experience across all regions. • Build and maintain regional talent pipelines and market maps for hard-to-fill technical roles (e.g., distributed systems engineers in EMEA, database specialists in APAC). • Sales and Marketing GTM Recruiting • Develop fluency in the company's core technology (databases, distributed systems, cloud infrastructure) sufficient to credibly engage senior technical sales candidates and hiring managers. • Partner with technical sales leaders to build leveled, structured interview processes and technical assessment criteria. • Track and continuously improve technical sales hiring funnel metrics (sourcing-to-hire conversion, time-to-fill, offer-accept rate). • Recruit for Go-to-Market roles (EAEs, EPA's SDRs, Sales Engineers, Marketing, Customer Success, and Sales Operations) and corporate functions. Some roles in Finance, Legal, People, IT and Product Management/Design may be included depending on bandwidth. • Tailor sourcing and assessment approaches to each function's unique competencies (e.g., quota attainment history for Sales, portfolio review for Product/Design). • Act as a trusted advisor to hiring managers outside of engineering, educating them on market conditions and best-practice hiring processes. • Process, Data & Employer Brand • Maintain accurate, real-time data in the ATS (e.g., Greenhouse) for pipeline reporting and forecasting. • Provide regular hiring updates and funnel metrics to leadership; flag risks to hiring plans proactively. • Champion a best-in-class, consistent candidate experience globally, including timely communication and structured feedback loops. • Contribute to employer branding initiatives (careers page content, technical blog contributions, conference/community presence) to strengthen the company's reputation among engineering and business talent. • Continuously improve recruiting processes, tools, and playbooks; mentor junior recruiters or coordinators as the team scales.