Talent Acquisition Specialist (Recruiting)

TL;DR

Talent Acquisition Specialist (Recruiting): Own and drive recruiting for highly specialized go-to-market roles across Sales, Marketing, Post-Sales, and Revenue Operations with an accent on running high-velocity pipelines and closing hard-to-hire candidates. Focus on building a sales-funnel recruiting process, optimizing conversion and time-to-close using metrics, and partnering with hiring managers to refine profiles and hiring strategy.

Location: Remote (United States)

Salary: $153,000 - $172,000 base (US)

Company

hirify.global provides AI-powered intelligence solutions for public and private sector agencies to investigate and disrupt crime.

What you will do

• Build and own high-velocity talent pipelines for priority Sales, Marketing, Post-Sales, and Revenue Operations roles.
• Run recruiting as a sales funnel: manage sourcing through close with focus on conversion, speed, quality, and candidate experience.
• Act as a trusted closer for hard-to-hire business talent by overcoming objections and driving offer acceptance.
• Execute targeted outbound outreach campaigns using market intelligence, personalized messaging, and persistent follow-up.
• Partner with hiring managers and business leaders as a deal team to align on priorities, tradeoffs, profiles, and hiring strategy.
• Continuously optimize recruiting performance using data and feedback to improve funnel health, pass-through rates, and time-to-close.

Requirements

• 7+ years of recruiting experience hiring business talent in high-growth, technical, enterprise, or mission-driven environments.
• Proven success recruiting experienced professionals across one or more functions: Sales, Marketing, Post-Sales, Customer Success, Solutions, Professional Services, Revenue Operations, or Business Operations.
• Experience recruiting across one or more markets: public sector, defense, financial institutions, crypto/blockchain/DeFi, fintech, compliance, cybersecurity, or enterprise SaaS.
• Strong outbound sourcing ability to identify, engage, nurture, and close passive candidates for competitive, hard-to-fill roles.
• Strong command of pipeline metrics and conversion data; ability to identify bottlenecks and adjust strategy quickly.
• Comfort operating in a quota-like environment managing multiple searches while prioritizing highest-impact roles.

Culture & Benefits

• Fully remote team with async collaboration via Slack, documentation, and proactive updates across time zones.
• Collaboration overlap: at least a 4-hour overlap with PST business hours; most overlap for meetings between 7am–12pm PST.
• Structured alignment with weekly hiring syncs per role, weekly team sourcing syncs, and bi-weekly team meetings.
• AI fluency is a baseline expectation; use AI to accelerate and reimagine work.
• Equity plan eligibility; compensation reflects skills, qualifications, experience, and location.

Hiring process

• Schedule intake, open the role in ATS, post the description, and design the interview process within 72 hours of receiving a position.
• Within a week: conduct 5–10 recruiter screens and run the first calibration sync with the hiring team.
• Two weeks after initial interviews: analyze data to identify what drives pass rates and conversions, then refine and monitor the search until the role is filled.