Lead Recruiter, GTM & Business

SentiLink

8d•$160,000 - $200,000•Remote

About The Position

SentiLink is seeking a Lead Recruiter to own recruiting across go-to-market and business functions. The role partners with leaders throughout the organization to understand hiring needs, develop recruiting strategies, and deliver strong hiring outcomes across different roles and levels. It combines hands-on sourcing and recruiting with business judgment, stakeholder management, and operational execution. The Lead Recruiter will advise on hiring profiles, translate market insights into effective searches, and keep stakeholders aligned through a clear, consistent recruiting process. Success means becoming a trusted partner to GTM and business leaders, delivering high-quality hires, building talent pipelines, and improving recruiting planning and execution. This is a remote, U.S.-based position. Candidates based in Austin who can work regularly from an office location are especially encouraged to apply. SentiLink supports a range of working arrangements, from fully remote to in-office, and has U.S. offices in Austin, San Francisco, New York City, Seattle (Bellevue), Los Angeles, and Chicago.

Requirements

7+ years of full-cycle recruiting experience, ideally within a technology company or high-growth startup.
Demonstrated success independently managing full-cycle recruiting for GTM roles, with experience supporting additional business or corporate functions.
Strong sourcing and talent research capabilities, including developing targeted search strategies and engaging passive candidates in competitive talent markets.
Ability to partner with and influence senior hiring managers, challenge assumptions constructively, and guide stakeholders toward effective hiring decisions.
Strong organizational and operational skills, including managing multiple searches, maintaining accurate recruiting data, and driving consistent execution without extensive oversight.
Excellent communication and relationship-building skills, with a track record of delivering a thoughtful candidate experience and managing complex hiring processes.
Ability to use recruiting metrics, pipeline data, and market intelligence to diagnose challenges, recommend changes, and improve hiring outcomes.

Nice To Haves

Experience recruiting across a range of GTM and business functions, including Sales, Customer Success, Marketing, Finance, People, or Operations.

Responsibilities

Own full-cycle recruiting across GTM and business functions, from intake and search strategy through sourcing, assessment, offer negotiation, and close.
Partner with hiring managers and business leaders to understand talent needs, define success profiles, calibrate expectations, and develop recruiting strategies aligned with business priorities.
Build proactive sourcing strategies and talent pipelines for competitive and specialized roles using market research, targeted outreach, and creative approaches.
Advise stakeholders using data and market insights, including talent availability, compensation expectations, pipeline health, and candidate feedback, to inform hiring decisions and adjust search strategies.
Deliver a thoughtful, high-touch candidate experience through clear communication, consistent follow-through, and a professional process from initial outreach through offer acceptance.
Manage multiple searches and competing priorities, maintain momentum, anticipate challenges, and keep hiring managers informed and accountable.
Drive operational excellence across recruiting workflows using data, reporting, and structured processes to identify bottlenecks, improve efficiency, and increase hiring effectiveness.
Contribute to broader Talent Acquisition initiatives by sharing market intelligence, improving recruiting practices, and helping build consistent, scalable ways of working.