Senior Recruiter, Sales Organization

TriNet•New York, NY

2d•$84,960 - $159,300•Onsite

About The Position

The Senior Recruiter – Sales / Go-to-Market (GTM) plays a strategic and hands-on role delivering full lifecycle recruiting for TriNet’s revenue-generating organizations. This recruiter partners closely with Sales Leadership, Revenue Operations, HR Business Partners, and hiring managers to define talent needs, build high-quality pipelines, and consistently deliver an exceptional candidate experience. This role is designed for a proven Sales recruiter with experience hiring for consultative, complex B2B selling motions—ideally within HCM, HR technology, SaaS, or professional services. The Senior Recruiter is a trusted advisor who uses market intelligence and recruiting analytics to influence decisions, improve funnel conversion, and help TriNet scale high-impact sales teams.

Requirements

7 years or more of full lifecycle recruiting experience with demonstrated success recruiting for Sales / Revenue organizations.
Proven experience hiring consultative, complex B2B sales roles with variable compensation structures (base/commission).
Experience partnering with senior sales leadership (VP/Director/Regional leaders) in a consultative, data-informed capacity.
Expert stakeholder management and influencing skills; ability to gain alignment with multiple leaders in a matrixed environment.
Strong sales business acumen—understands GTM org structures, territories, and how sales roles drive revenue.
Data literacy: ability to build, interpret, and communicate recruiting metrics and dashboards (conversion, time-to-fill, offer acceptance, source effectiveness).
Exceptional communication, candidate engagement, and negotiation skills.
Ability to manage competing priorities in a fast-paced environment while maintaining high quality and candidate experience.
Process-oriented and continuous improvement mindset; identifies friction and implements scalable solutions.
ATS/CRM: Oracle, iCIMS, Eightfold (or similar)
Sourcing/Networks: LinkedIn Recruiter, job boards, niche communities
Analytics/Reporting: dashboards, funnel reporting, market insights tools
Bachelor’s degree or equivalent experience required (Master’s preferred).

Nice To Haves

Experience recruiting in HCM, HR technology, SaaS, fintech, or complex B2B services selling environments.
Experience influencing hiring managers on tradeoffs (speed vs. quality) and building repeatable selection processes.
Familiarity with sales talent indicators such as ramp expectations, performance history, and quality-of-hire measures.

Responsibilities

Own end-to-end recruiting for quota-carrying and revenue-critical roles (e.g., Account Executives, Sales Consultants, Sales Leaders, Sales Enablement, Sales Operations, and adjacent GTM roles).
Lead intake and calibration with Sales leaders to align on role profile, competencies, target talent pools, compensation structure (base/variable), and hiring timeline.
Develop and execute sourcing strategies to engage passive, high-performing sales talent across competitive markets (HCM / HR tech / SaaS / professional services).
Assess candidates against sales competencies such as consultative selling, discovery, pipeline management, complex deal cycles, territory/vertical expertise, and customer retention mindset.
Advise leaders using labor market insights (availability, competitor landscape, pay benchmarks, remote/on-site dynamics) to improve speed and quality of hire.
Build and maintain proactive pipelines for priority segments (e.g., enterprise/mid-market, vertical specialists, sales management, hard-to-fill territories).
Partner with Talent Marketing to strengthen employer brand messaging and targeted outreach campaigns for Sales/GTM talent.
Monitor and optimize funnel metrics for sales hiring (pipeline volume, stage conversion, time-to-fill, offer acceptance, and start-date yield); identify and address bottlenecks.
Ensure compliance with employment laws, internal policies, and equitable hiring practices across all stages of recruiting.
Manage vendor relationships (agencies, job boards, sourcing tools) and monitor cost-per-hire and agency spend; drive cost-effective sourcing outcomes.
Collaborate cross-functionally on TA initiatives (process improvements, tool enhancements, reporting upgrades, training/enablement) that elevate recruiting performance.