Business Recruiter

TRM Labs

2d•$153,000 - $172,000•Remote

About The Position

TRM Labs is hiring a Business Recruiter to own and drive recruiting for specialized business roles across its go-to-market organization, including Sales, Marketing, Post-Sales, and Revenue Operations. The role calls for a business-minded, sales-driven approach to recruiting, with an emphasis on prospecting, influencing, and closing exceptional candidates in competitive markets. The Talent team operates like a high-performing go-to-market function, focusing on pipeline health, conversion, speed, quality, and outcomes. The recruiter partners closely with business leaders to build teams that expand TRM’s reach, deepen customer relationships, strengthen its brand, and scale its revenue organization. The role includes building high-velocity pipelines, managing recruiting from sourcing through close, developing targeted outreach, advising on market dynamics and compensation, and using data to continuously improve recruiting performance. TRM’s Talent team is fully remote and globally distributed, using asynchronous communication, documentation, and proactive updates. Team members maintain at least four hours of overlap with PST business hours; most collaboration and meetings overlap between 7 a.m. and 12 p.m. PST. The work environment is fast-paced and high-ownership, with shifting priorities, ambiguity, frequent collaboration, and an emphasis on urgency, adaptability, and measurable outcomes. The estimated U.S. base salary range is $153,000–$172,000. The role may also be eligible to participate in TRM’s equity plan. Individual pay depends on skills, qualifications, experience, and location.

Requirements

At least 7 years of recruiting experience, with deep expertise hiring business talent in high-growth, technical, enterprise, or mission-driven environments.
Demonstrated success recruiting experienced professionals in one or more of these functions: Sales, Marketing, Post-Sales, Customer Success, Solutions, Professional Services, Revenue Operations, or Business Operations.
Experience recruiting in one or more of these markets: public sector, defense, financial institutions, crypto, blockchain, DeFi, fintech, compliance, cybersecurity, or enterprise SaaS.
Strong outbound sourcing ability, with a proven record of identifying, engaging, nurturing, and closing passive candidates for competitive, hard-to-fill roles.
Experience partnering with senior business and go-to-market leaders to define hiring strategy, calibrate profiles, diagnose funnel challenges, and deliver successful searches.
Strong command of pipeline metrics and conversion data, including the ability to identify bottlenecks, adjust strategy, 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 skills, including the ability to influence senior candidates, hiring managers, and cross-functional stakeholders.
Excellent judgment regarding candidate quality, motivation, risk, and closing strategy.
Resilience, persistence, and a closing mindset.
AI fluency, including the ability to apply AI to accelerate workflows, structure and solve problems, improve output quality, and increase speed and leverage.

Responsibilities

Build and own high-velocity talent pipelines, consistently generating qualified candidates for priority roles across Sales, Marketing, Post-Sales, and Revenue Operations.
Manage recruiting from top-of-funnel sourcing through close, focusing on conversion, speed, quality, and candidate experience.
Close hard-to-hire business talent by addressing objections, creating urgency, and driving offer acceptance.
Develop and execute targeted outreach campaigns using market intelligence, personalized messaging, and persistent follow-up.
Partner with hiring managers and business leaders to align on priorities, tradeoffs, candidate profiles, and hiring strategy.
Use market knowledge across relevant business talent pools and industries to inform recruiting efforts.
Use data and feedback to improve outreach effectiveness, funnel health, pass-through rates, and time-to-close.
Advise the business on market dynamics, compensation expectations, candidate motivations, competitive talent trends, and hiring risks.
Schedule intake meetings, open roles in the ATS, post descriptions, design interview processes, and configure interview plans within the specified recruiting timelines.
Review recruiting data and share recommendations with hiring teams to refine searches and improve pass rates and conversions.