Senior Manager, Recruiting - GTM

As a Senior Manager, Recruiting - GTM at Samsara, you'll lead the global sales recruiting strategy, manage a team of recruiters, and drive hiring processes for quota-carrying roles. Your responsibilities include strategic workforce planning, establishing efficient systems and processes, delivering results through KPI management, and fostering diversity initiatives. You'll also partner with business stakeholders to ensure alignment with the organization's objectives.

To qualify for the Senior Manager, Recruiting - GTM role at Samsara, you need 10+ years of experience in talent acquisition and at least 3 years in a management role. A proven track record of successfully managing high-volume sales recruiting teams is essential, along with strong analytical skills and the ability to create compelling presentations for executive audiences. A Bachelor’s degree or equivalent experience is also required.

At Samsara, we prioritize your career development. As a Senior Manager, Recruiting - GTM, you will have a culture that encourages rapid growth. We provide opportunities for learning and experimentation, helping you develop your skills in a dynamic environment. You'll have the autonomy to innovate and contribute to strategic decisions, ensuring you are a pivotal part of our success.

Key performance indicators (KPIs) for the Senior Manager, Recruiting - GTM at Samsara include metrics related to hiring quality, process efficiency, team productivity, and diversity goals. You will track KPI achievement for your team, lead initiatives to improve outcomes, and utilize data-driven feedback to enhance recruiting practices. Your effectiveness in these areas will directly contribute to Samsara's overarching recruiting strategy.

Samsara offers a flexible work environment that caters to diverse team needs. As a Senior Manager, Recruiting - GTM, you can work remotely from anywhere in the U.S. while collaborating with a supportive team. Our culture celebrates inclusivity, teamwork, and shared success. You'll be part of a high-caliber team focused on innovating solutions that impact our customers and the industries we serve.

To develop a hiring strategy as a Senior Manager, Recruiting, I start by analyzing the current hiring needs and understanding the business objectives. I then collaborate with key stakeholders to align recruitment goals with company strategy, ensuring we attract top talent. Leveraging data is vital—I assess market trends and past recruitment performance to inform and refine our approach.

Building and leading a recruiting team requires identifying the right talent and fostering a collaborative environment. My experience includes hiring skilled recruiters and implementing training programs to enhance their capabilities. I believe in setting clear expectations and performance metrics while promoting open communication so that the team feels empowered to share ideas and improve processes.

To ensure diversity in hiring, I implement outreach programs targeting underrepresented groups while fostering inclusive job descriptions. I also educate my hiring managers on unconscious bias and the importance of diverse perspectives. Regularly tracking diversity metrics allows us to evaluate our success and adjust strategies accordingly to meet our hiring goals.

Measuring recruitment success involves tracking various KPIs such as time-to-fill, quality of hire, and candidate satisfaction scores. I routinely collect feedback from hiring managers and candidates, using this information to identify areas for improvement. Leveraging data analytics, I can adjust our strategies based on what drives the best outcomes for the organization.

There was a time when I needed to influence stakeholders to invest in an advanced applicant tracking system. I gathered data on our current system's limitations, including the impact on hiring time and quality. By presenting a compelling business case that highlighted potential ROI, I was able to gain buy-in, leading to a successful implementation that improved our recruitment outcomes.

Essential tools in recruitment include applicant tracking systems (ATS), candidate relationship management (CRM) platforms, and reporting analytics tools. These technologies streamline processes, improve candidate engagement, and provide insights into recruitment performance. I also find that utilizing social media and job boards effectively can enhance our outreach and attract diverse candidates.

In high-pressure hiring situations, staying organized and focused is key. I prioritize clear communication with my team and manage timelines effectively. I also leverage data to adjust our strategies in real-time, identifying the most promising candidates quickly. Building strong relationships with stakeholders ensures everyone is aligned and that we support each other in achieving our hiring goals.

My experience with workforce planning involves assessing current staffing needs and projecting future demands based on business objectives. I collaborate with department heads to identify skill gaps and align our hiring strategy with growth plans. This proactive approach ensures we have the right talent in place to meet evolving customer needs and drive the organization forward.

Fostering an inclusive culture within my recruitment team starts with leading by example. I promote open discussions on diversity and inclusion, encouraging team members to share their perspectives. I also emphasize the importance of inclusive job descriptions and outreach strategies, ensuring we attract candidates from diverse backgrounds. Regular team trainings on these topics help reinforce our commitment.

The most critical skill for a Senior Manager, Recruiting is the ability to adapt quickly to changing business needs while remaining focused on talent strategy. Being able to analyze data, provide insights, and influence stakeholders is equally important. Strong interpersonal skills allow for effective collaboration, ensuring that we work cohesively toward our hiring goals.