MaintainX - Sr. Manager, Talent Acquisition
Requirements
• 8+ years in Revenue / GTM recruiting, with at least 3 years leading a team of recruiters at a high-growth SaaS company. • Demonstrated track record of building Revenue pipelines across the full GTM stack — SDR/BDR, AE (SMB through Enterprise), CS/AM, SE, and Sales leadership. • Experience hiring internationally — UK and EMEA at minimum; LATAM is a strong plus. You understand the operational realities of entity setup, comp localization, and time-zone-distributed recruiting. • Operator's instincts. You can pull your own pipeline reports, design a capacity model, and forecast hires by quarter without a separate ops partner. • Experience scaling structured interview processes for Revenue — calibrated scorecards, role-play discipline, debrief standards, interviewer training. • Comfort with modern ATS platforms (Ashby strongly preferred, Greenhouse / Lever acceptable) and the Revenue sourcing stack (LinkedIn Recruiter, RepVue, Juicebox, direct outreach). • A point of view on how to partner with a CRO and his leaders without being subservient to them. You can push back when the bar slips, and you can hold a calibration line when the pipeline is thin.
Responsibilities
• Lead the Revenue talent team. Manage a team of Talent Partners (manager-track and IC) covering Sales, SDR/XDR, Customer Success, Sales Engineering, Professional Services, and Partnerships. Hire, coach, and level up the team. Run a development cadence that turns strong ICs into senior recruiters. • Lead the Revenue talent team. • Own the full Revenue hiring plan. Translate the EVP Sales's plan into a sourcing strategy, capacity model, and weekly pipeline — across AEs, ADs, ISRs, SDRs, XDRs, CS, AM, SE, Pro Services, and Partnerships. Allocate reqs across the team. Reforecast every time the plan changes — and on a Revenue team, the plan changes. • Own the full Revenue hiring plan. • Run the operating cadence with Revenue leadership. Stand up weekly pipeline reviews with the CRO and his direct reports. Deliver clean dashboards on funnel health, time-to-fill, ramp readiness, and offer acceptance. Surface bottlenecks early and own the fix. • Run the operating cadence with Revenue leadership. • Build the international hiring engine. Partner with the CRO and People Ops on EMEA and LATAM expansion — entity setup, comp localization, and recruiter coverage by region. Make sure a hire in London, São Paulo, or Madrid runs as cleanly as one in Raleigh. • Build the international hiring engine. • Drive interview quality and bar discipline. Own the structure of Revenue interview loops — discovery sims, deal-cycle case studies, role-plays, and exec panels. Calibrate interviewers, enforce scorecard discipline, run the debrief standard. When the bar slips, you call it. • Drive interview quality and bar discipline. • Reduce reliance on contingency agencies. Build the internal team capacity, sourcing tooling, and pipeline depth that compresses time-to-hire on tier 2/3 Revenue roles. Reserve agency partnerships for retained search where it's actually the right tool. • Reduce reliance on contingency agencies. • Own your numbers. This team runs on data. You'll own team-level and function-level metrics: time-to-fill, offer acceptance rate, sourcing response rates, screen-to-onsite conversion, ramp readiness, and recruiter productivity. You'll be measured on outcomes, not activity. • Own your numbers.
Benefits
• Competitive salary and meaningful equity opportunities. • Healthcare, dental, and vision coverage. • 401(k) / RRSP enrolment program. • Take what you need PTO. • You'll work alongside folks across the globe that reflect the MaintainX values: Smart Humble Optimist. • We believe in meritocracy, where ideas and effort are publicly celebrated. • Our mission is to deliver one platform for maintenance, repair & operations teams to keep the physical world running. We believe the greatest asset in any organization is the people. That's why we built an intuitive, mobile-first solution to help boost productivity and collaboration across teams and locations. • MaintainX is committed to creating a diverse environment. All qualified applicants will receive consideration for employment without regard to race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.
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