About the Role:

We are seeking an experienced sales recruiting leader to drive recruiting efforts across the Americas (AMER). This leadership role will be responsible for building high-caliber sales teams across Solutions Consultants, Outcomes Architects, Business Development Representatives, and field leadership roles. The ideal candidate will bring deep expertise in sales recruiting and a proven track record of pairing strong people leadership with the operational rigor required to deliver aggressive hiring plans. This person will stay close to headcount and pipeline data and work closely with sales leadership to keep hiring targets on track.

This role can be based in either San Francisco or New York City. We work from our offices on Mondays, Tuesdays and Thursdays (our Anchor Days) because we do our best thinking and building together in person. We're looking for someone who's excited to work alongside the team during those days.

What You'll Achieve:

• Own AMER hiring strategy: Shape and execute the AMER Sales hiring strategy through headcount forecasting, pipeline analysis, and recruiting capacity planning, with clear accountability for delivering against ambitious growth targets
• Protect talent density: Partner with AMER Sales leaders to define exceptional talent profiles, calibrate hiring teams on evidence-based assessment, and ensure every hire raises the bar.
• Influence business strategy: Serve as the hiring subject matter expert and trusted advisor to the GM of AMER Sales and broader Sales leadership team, using talent, market, and recruiting insights to shape business decisions, workforce plans, and hiring priorities.
• Team leadership: Build and lead a high-performing team of sales recruiters, hiring exceptional talent and providing clear direction, coaching, and development.
• Drive operational rigor: Establish a consistent weekly operating rhythm to review headcount, pipeline health, recruiter capacity, risks, and progress against hiring targets, taking action when plans are off track
• Talent pipeline development: Build and maintain robust talent pipelines for current and future hiring needs across all sales disciplines
• Shape decisions through data: Leverage headcount, pipeline, market, and recruiting performance data to generate insights, influence business decisions, and shape workforce and hiring strategy.
• Employer branding: Collaborate with marketing and talent brand teams to strengthen our employer value proposition in the sales community

Skills You'll Need to Bring:

• 7+ years of recruiting leadership experience with a focus on sales and GTM roles
• Proven track record of building and scaling sales organizations in high-growth environments
• Strong leadership skills with a track record of building, growing, and developing high-performing recruiting teams where people do their best work.
• Strategic mindset with the ability to balance long-term planning with tactical execution
• Hands-on forecasting and analytical capability with experience using headcount, pipeline, and capacity data to manage hiring-plan delivery in close partnership with RevOps and Finance
• Excellent stakeholder management and ability to influence senior sales leadership
• Knowledge of market dynamics and sales compensation trends
• You don't need to be an AI expert, but you're curious and willing to adopt AI tools to work smarter and deliver better results

Notion is committed to providing highly competitive cash compensation, equity, and benefits. The compensation offered for this role will be based on multiple factors such as location, the role's scope and complexity, and the candidate's experience and expertise, and may vary from the range provided below. For roles based in San Francisco or New York City, the estimated base salary range for this role is $225,000 - $275,000 per year.

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A Note on AI

You don't need deep AI expertise for every role, but we do expect every Notino to be intellectually curious, drawn to tinkering and discovery, and excited to use AI as a real collaborator in their work. For some roles, AI fluency is a core requirement - when that's the case, we'll say so explicitly in the qualifications. People who thrive here don't treat AI as a novelty. They use it to think better, and make their work easier for others to build on.