About the OpportunityYou will own GTM hiring across the revenue org - AEs, CSMs, SDRs, Solutions Engineers, and GTM leadership as we scale. You will work closely with our VPs of Sales and CRO to build a rigorous, high-taste hiring process that produces a revenue team capable of executing our revenue targets this year and beyond.
This is a build role. You are joining a talent function being built from scratch. You will help define what great GTM hiring looks like at Laurel and own it.
What You Will Own- Full-cycle GTM recruiting: AEs, CSMs, SDRs, Solutions Engineers, and sales leadership
- 10-15 active requisitions at any time; 6-10 hires per quarter as baseline
- Outbound sourcing - you know where great enterprise SaaS sellers come from and you go get them
- Building relationships with top-performing GTM talent before they are looking
- Hiring manager partnerships with Sales and CS leadership: intake rigour, structured assessment, calibration
- Closing candidates: equity story, growth path, mission - making the case compellingly
- Multi-geography hiring across New York, San Francisco, London, and Los Angeles
What We Are Looking ForMust-have- 5+ years full-cycle GTM recruiting at a high-growth enterprise SaaS company
- Deep knowledge of what a great enterprise AE looks like - you have hired them, assessed them, and been wrong about them in the past
- Experience hiring across the GTM stack: AEs, CSMs, Solutions Engineers, and sales leadership
- Strong outbound instincts and a genuine talent network in enterprise SaaS
- Structured interviewer and coach - you run calibration sessions, not just debrief calls
- Track record closing candidates who had competitive offers
Will set you apart- You have recruited for companies selling into law firms, financial services, or high growth SAAS companies
- You understand the difference between an SDR-to-AE motion and an enterprise direct and partner first motion
- Strong opinions about comp structures, equity messaging, and closing against public-company offers
- Experience hiring GTM talent across multiple geographies simultaneously
- You have rebuilt or improved a broken GTM hiring process, not just filled reqs
How We WorkAI-first. We automate outreach personalisation and pipeline review before asking for headcount to cover them.
Unreasonable Hospitality. The candidate experience is employer brand. We design moments that make finalists feel genuinely seen - not just evaluated.
Data-driven. Pipeline health, source quality, time-to-offer, offer acceptance rate. Decisions made with data.
Tour of Duty. Explicit about what this role can become. We invest in your growth and expect you to invest in ours.
