Sr Sales Recruiter (Contract)

As a Sr Sales Recruiter at Everbridge, your key responsibilities include managing the end-to-end recruitment process for sales roles, collaborating with sales managers to define job requirements, and developing effective recruitment strategies. You will leverage multiple sourcing channels to engage candidates, ensure a seamless candidate experience, and provide valuable insights on market trends and hiring strategies—all essential to attracting top talent in the competitive SaaS landscape.

To qualify for the Sr Sales Recruiter position at Everbridge, you should have at least 5 years of talent acquisition experience, with a minimum of 3 years specifically focused on recruiting B2B SaaS sales professionals. Demonstrating a proven track record of filling high-volume sales roles in a fast-paced environment is essential, along with expertise in using advanced recruitment tools. Strong communication and organizational skills are also highly valued.

Everbridge is a leading company in critical event management, providing a unique chance for a Sr Sales Recruiter to make a meaningful impact. With a commitment to innovation and support for organizational resilience, you will enjoy a fast-paced role in a collaborative environment. Additionally, you will play a key part in building a team dedicated to keeping people safe and organizations running, making your work impactful and fulfilling.

At Everbridge, compliance with federal and state employment laws is crucial. As a Sr Sales Recruiter, you will ensure that all hiring practices adhere to these regulations and Everbridge's internal policies. This not only protects the organization but also ensures a fair and equitable recruitment process for all candidates, reflecting our commitment to upholding workplace equity.

The recruitment process for the Sr Sales Recruiter role at Everbridge involves identifying hiring needs in collaboration with sales leadership, defining candidate profiles, and crafting compelling job descriptions. Next, you will employ various sourcing strategies to attract high-quality candidates. Throughout the process, a focus on providing an exceptional candidate experience through clear communication and timely feedback is key to ensuring success in filling these roles.

When sourcing candidates for B2B SaaS sales positions, a strategic approach utilizing LinkedIn, Boolean search techniques, and referrals works best. It’s essential to understand the skills and traits needed for success in these roles and to reach out proactively to passive candidates.

A successful recruitment strategy I implemented involved collaborating with hiring managers to develop a clear profile of the ideal candidate, optimizing job postings for search engines, and utilizing targeted social media campaigns to enhance visibility. This approach resulted in a higher-quality candidate pool and reduced time-to-fill metrics.

To ensure an exceptional candidate experience, I prioritize clear communication, prompt feedback, and a structured interview process. I also focus on creating a welcoming atmosphere during interviews and providing candidates with insights about the company culture and team dynamics.

I have extensive experience using Applicant Tracking Systems, particularly Lever, to manage recruitment workflows efficiently. Using ATS helps in tracking candidates, streamlining communications, and analyzing recruitment metrics to improve overall hiring strategies.

To stay updated on B2B SaaS market trends, I regularly read industry publications, follow key influencers on social media platforms, and participate in relevant webinars. Networking with peers also provides insights into evolving trends and best practices in the SaaS landscape.

Managing difficult hiring managers requires strong communication and relationship-building skills. I focus on establishing clear expectations from the outset, actively listening to their concerns, and providing data-driven insights to align our hiring strategies with their needs.

Teamwork plays a crucial role in my recruitment process. By collaborating closely with sales teams, I gain an accurate understanding of hiring needs and establish a united front when interviewing and evaluating candidates, which enriches the overall recruitment strategy.

Key metrics I consider for measuring recruitment success include time-to-fill, quality of hire, candidate satisfaction scores, and diversity of the candidate pool. These metrics provide valuable insights into the effectiveness of recruitment strategies and areas for improvement.

Typically, my recruitment process for a sales role starts with collaborating with hiring managers to define requirements, crafting job descriptions, and then sourcing candidates through various channels. I conduct initial screenings, coordinate interviews, and ensure a smooth process up to the offer stage, while providing feedback throughout.

Balancing multiple open roles requires strong organizational skills. I prioritize tasks based on deadlines, use tools for project management, and maintain consistent communication with hiring managers, ensuring that I don’t miss any critical details throughout the hiring process.