Lead Talent Acquisition Partner, Commercial

Definitive Healthcare, US•Framingham, MA

2d•$95,000 - $179,000

About The Position

As a Lead Talent Acquisition Partner focused on our Commercial organization, you will own full-cycle recruiting for Sales, Customer Success, and Marketing roles across the business. You'll partner directly with Commercial hiring managers and leaders to build and execute hiring strategies that bring in top revenue-generating talent, acting as a trusted advisor on market intelligence, pipeline strategy, and candidate experience. This role requires someone who has recruited in a high-growth SaaS environment and understands what makes a strong sales hire — from SDRs through senior sales leadership — as well as the metrics that matter to a Commercial organization. Success in this role is measured by quality of hire, time to fill, pipeline health, and the strength of the relationships you build with hiring managers and the broader Talent Acquisition team. This role is primarily focused on Sales hiring within our Commercial organization — which also includes Customer Success and Marketing — but priorities can shift based on business need. At times, you may be asked to flex into supporting Engineering or Product recruiting, so experience or comfort recruiting technical talent is a valuable asset.

Requirements

7+ years of full-cycle recruiting experience, with a strong track record recruiting for Sales and Commercial roles.
Experience recruiting technical talent, such as Engineering or Product roles, given this role may flex beyond Commercial based on business need.
Data-driven approach to recruiting, comfortable presenting pipeline metrics and hiring insights to leadership.
Experience recruiting within a high-growth SaaS company.
Deep understanding of sales organizational structures, sales competencies, and what distinguishes top sales talent at every level.
Proven ability to build and manage a robust pipeline of passive candidates through creative sourcing strategies.
Strong business acumen and the ability to act as a consultative partner to hiring managers and senior leaders.
Excellent communication and relationship-building skills, with the ability to influence and align stakeholders at all levels.
Data-driven approach to recruiting, comfortable presenting pipeline metrics and hiring insights to leadership.
Experience with Greenhouse or similar applicant tracking systems preferred.
Ability to manage multiple requisitions simultaneously in a fast-paced, high-growth environment.

Responsibilities

Manage full-cycle recruiting for Commercial roles — including Sales, Customer Success, and Marketing — from intake through offer and close, with ability to flex into supporting Engineering or Product recruiting as business priorities shift.
Partner closely with Commercial hiring managers and leaders to build role scorecards, define ideal candidate profiles, and align on hiring strategy, pressure-testing what “great” looks like for each role.
Source and engage passive candidates through creative, multi-channel strategies, building strong talent pipelines for current and future Commercial needs.
Act as a strategic advisor to hiring managers, sharing market intelligence, compensation benchmarking, and competitive insights drawn from real candidate conversations.
Guide candidates through a high-touch, consultative interview process, ensuring a strong candidate experience at every stage.
Pull and interpret reporting directly from Greenhouse — pipeline volume, stage conversion, source performance, and aging.
Combine quantitative pipeline data with qualitative signal, such as interviewer feedback, candidate sentiment, and market response, to explain not just what's happening but why.
Translate pipeline and market data into a clear point of view and recommendation for hiring managers on hiring strategy.
Continuously assess and improve interview processes, scorecards, and evaluation criteria specific to sales and Commercial hiring, using conversion and feedback data to inform changes.
Collaborate with fellow Talent Acquisition Partners and leadership to share best practices and raise the bar on hiring quality across the team.
Build and maintain strong relationships with Commercial leadership, using hiring trend data to help anticipate future headcount and organizational growth needs.