SAAS Go-To-Market Recruiter

The SAAS Go-To-Market Recruiter at Flosum is responsible for leading the entire recruitment process for marketing, alliances, and sales positions. This includes developing strategic sourcing strategies to attract top talent, collaborating with hiring managers to understand role specifics, and ensuring candidates enjoy a positive experience throughout their application journey.

To excel as a SAAS Go-To-Market Recruiter at Flosum, candidates should have proven experience in recruiting for sales roles, particularly for high-performing sales account executives. A strong understanding of go-to-market strategies, excellent communication skills, and the ability to manage multiple priorities independently are also essential.

Flosum provides a dynamic and innovative work environment that promotes collaboration and excellence, allowing its SAAS Go-To-Market Recruiter to thrive. The recruiter is backed by a comprehensive benefits package, including flexible time off, performance-based compensation, and opportunities for professional development.

The culture at Flosum is centered around innovation, collaboration, and excellence. As a SAAS Go-To-Market Recruiter, you will find an inclusive environment that values diversity, encourages professional growth, and offers flexible work arrangements to help achieve a healthy work-life balance.

The SAAS Go-To-Market Recruiter at Flosum will focus on filling various sales positions, with special emphasis on high-performing sales account executives who can drive the company's growth objectives in the competitive SaaS landscape.

To attract top sales talent, I would leverage a mix of traditional and innovative sourcing strategies such as social media outreach, employee referrals, and targeted job advertisements. Networking within industry events and engaging with passive candidates through engaging content can also boost visibility among potential recruits.

Ensuring a positive candidate experience involves clear communication throughout the process, providing timely feedback, and being available to answer questions. I would also focus on creating a welcoming environment for interviews and ensuring that each candidate feels valued regardless of the outcome.

In previous roles, I have successfully built and scaled sales teams by identifying the necessary skills and traits needed for success, implementing recruitment strategies focused on cultural fit, and facilitating comprehensive onboarding and training programs that enable new hires to reach their full potential.

Collaboration with hiring managers is crucial as it helps in understanding the specific needs of the role. By establishing strong communication channels, we can align on the qualities needed in candidates and make more informed decisions throughout the recruitment process.

I regularly engage with industry blogs, attend webinars, and participate in networking events focused on recruitment trends. Following thought leaders on social media and leveraging professional networks helps keep me informed about best practices and emerging trends in sales recruitment.

I prioritize attributes such as resilience, strong communication skills, and a results-driven mindset. These qualities not only contribute to an individual’s potential success in the role but also enhance the overall capability of the sales team.

I would utilize data and analytics to track the effectiveness of sourcing channels, measure candidate quality through metrics like time-to-fill and offer acceptance rates, and analyze trends to continually refine our recruitment strategies and align them with organizational goals.

In high-volume recruitment situations, I prioritize organizing and streamlining the hiring process. This includes creating structured interview guides, utilizing applicant tracking systems, and working with a team to share responsibilities effectively. It’s important to maintain quality while moving quickly.

My approach to diversity and inclusion involves actively seeking out diverse candidate pools, removing bias from job descriptions, and making sure that our interview panels reflect the diversity we aim to achieve. It’s essential to create an inclusive environment that welcomes candidates from all backgrounds.

I prioritize roles based on the strategic needs of the organization in alignment with growth objectives. Regular discussions with management help identify urgent hiring needs, and I balance these against overall workload to ensure timely and efficient recruitment.