Post-Sales Recruiter (Crypto)

Location: Remote, United States; at least 4 hours of overlap with PST business hours required.

US base salary: $153,000–$190,000 per year, with potential equity plan participation.

Company

hirify.global provides AI-powered intelligence platforms that help public and private sector agencies investigate illicit activity, build cases, manage risk, and disrupt crime. TRM is a Series C distributed-first company with $220M in funding and hubs in the United States, United Kingdom, and Singapore.

What you will do

• Own full-cycle recruiting for senior and business-critical roles across Customer Success, Global Investigations, Compliance, Revenue Operations, and adjacent go-to-market functions.
• Partner strategically with executive stakeholders on market dynamics, candidate calibration, hiring strategy, and closing approaches.
• Build targeted sourcing strategies and market maps for talent from high-growth technology, fintech, crypto, public sector, and financial services environments.
• Create a high-quality candidate experience for senior and specialized talent.
• Use funnel conversion metrics and market insight to diagnose search health, influence hiring teams, and adjust strategy.
• Serve as a craft leader by raising standards for sourcing, stakeholder management, candidate engagement, and strategic search execution.

Requirements

• 5–7+ years of recruiting experience in high-growth, technical, enterprise, or mission-driven environments.
• 3+ years of experience recruiting experienced Sales professionals in one or more of public sector, defense, financial institutions, crypto, blockchain, DeFi, fintech, compliance, cybersecurity, or enterprise SaaS.
• Proven ability to identify, engage, nurture, and close passive candidates for competitive, hard-to-fill roles.
• Experience partnering with senior go-to-market leaders to define strategy, calibrate profiles, diagnose funnel problems, and drive searches to completion.
• Strong command of pipeline metrics and conversion data, including the ability to identify bottlenecks, adjust quickly, and communicate tradeoffs clearly.
• Ability to operate in a quota-like environment while balancing multiple searches and prioritizing high-impact roles.
• Persuasive and credible communication with senior candidates, hiring managers, executives, and cross-functional stakeholders.
• Excellent judgment regarding candidate quality, motivation, risk, and closing strategy.
• Grit, resilience, and a closing mindset, with the ability to create momentum rather than wait for inbound interest.
• AI fluency is a baseline expectation; applied AI fluency will be evaluated during the interview process.

Culture & Benefits

• Fully remote, async-first Talent team using Slack, documentation, and proactive updates across time zones.
• Weekly hiring syncs, team sourcing syncs, and bi-weekly team meetings.
• Distributed-first environment with flexible location-based compensation and a required PST business-hours overlap.
• High-velocity, high-ownership operating style with frequent communication, ambiguity, experimentation, and continuous feedback.
• Leadership principles emphasize impact, craft quality, accountability, adaptability, collaboration, and creative problem-solving.

Hiring process

• Recruiter introduction covering qualifications, motivation, and alignment, followed by a hiring manager deep dive and first-round interviews.
• Final-stage hands-on case study, usually in a panel format, plus references.
• Most processes include an AI skills assessment and Leadership Principles interview; candidates receive a specific interview plan and preparation guidance.