Principal GTM Talent Advisor

Twilio

2d•$141,520 - $208,000•Remote

About The Position

This position is needed to serve as a principal talent advisor and strategic thought partner to our Go-to-Market (GTM) and Sales leadership teams in NAMER. In this role, you will go beyond transactional recruiting responsibilities to translate business goals into comprehensive, forward-looking talent strategies. Operating with a high degree of autonomy in a fast-paced, remote environment, you will shape our regional talent acquisition strategies, balancing immediate headcount needs against long-term organizational planning. As a subject matter expert and mentor within the TA and People Partnerships teams, you will act as a data-driven problem solver who challenges assumptions and navigates through ambiguity to connect the dots across complex business landscapes. You will own high-stakes, end-to-end GTM searches, partnering closely with VP-level executives, HRBPs, and cross-functional teams to find and secure world-class revenue-generating talent.

Requirements

Deep, comprehensive full-cycle GTM recruiting experience global software or similar tech companies, hiring for: account executives (new business and strategic), solutions/presales engineers, partnerships and sales FLM/SLMs.
Proven experience interfacing with and influencing VP+ business executives, HRBPs, and cross-functional leadership teams.
Exceptional communication critical thinking, and negotiation skills, with the business acumen to navigate the competitive tech talent landscape and influence leadership.
Mastery of tactics and strategies to close in-demand talent and manage complex offer packages through successfully delivering our company pitch and leveraging our strong EVP to sell a flexible remote-work model and standout culture, while strategically guiding internal stakeholders on talent market realities and favorability.
Strong and consistent leadership capabilities with a history of mentoring recruiters and steering cross-functional projects.
Demonstrated track record of designing holistic search strategies and leading org-wide talent initiatives.
Capable of operating autonomously in a remote, fast-paced, and ambiguous environment with almost no oversight.
Demonstrated success managing high-stakes and high-touch candidate journeys while determining and executing on optimal sourcing methodologies.
Mastery of complex contract/compensation negotiation and executive closing.
Expertise in data modeling and analytics, external market mapping, and leveraging talent intelligence.
Mastery of ATS/CRM platforms, candidate relationship management, and AI recruiting tools and technology.

Nice To Haves

Hiring sales talent in North America and Latin America for SaaS, CPaaS, and CDP companies.
Full-cycle recruiting experience for other GTM roles, such as: product specialists, customer success managers, enterprise architects/strategists, sales strategy, and GTM management.
Leading or participating in global TA and recruiting programs.

Responsibilities

Be an expert-level talent advisor and strategic thought partner to Go-to-Market (GTM) and Sales leadership, balancing immediate hiring needs against the broader regional and organizational workforce plan. You shape talent acquisition strategy at a regional or functional level, translating overarching business goals into comprehensive, forward-looking workforce strategies.
Act as a role model and mentor within TA and the People Partnerships teams- a bold disrupter who earns respect by challenging assumptions, influences without authority, champions change, helps navigate your team through ambiguity, and seamlessly connects the dots and sees around corners.
Proactively use market analytics, talent intelligence, and internal data to model talent scenarios, coach senior leaders and hiring managers on market trends and hiring practices, and strategically steer or shift search strategies based on market realities. Advise and guide senior leaders on defining success profiles, prioritization, location decisions, and critical trade-offs based on skills-informed assessments. Align interviewer panels on assessment criteria to help drive the best possible hiring outcomes for Twilio.
Independently own end-to-end recruitment for the most complex and high-stakes GTM searches, using your business acumen and recruiting expertise to architect and deliver on strategic recruiting plans to identify, proactively source, and hire qualified talent. Communicate and negotiate effectively and diplomatically across complex offer structures that include equity, using data and strategic influence to achieve desired business results.
Design and scale in-region and global recruiting programs and projects that institutionalize a high talent bar, ranging from targeted industry outreach to delivering structured interview frameworks that mitigate bias and ensure equitable hiring outcomes. Architect a high-signal candidate journey and positive experience by removing process friction and ensuring consistent, values-aligned communication across all interview stages.
Build and maintain trusted, collaborative relationships with VP-level GTM leaders, HRBPs, and other cross-function partners (Total Rewards, Finance, TA Ops) and TA COEs.
Use AI, tools, and technology to stay up-to-date on recruiting best practices, emerging sourcing techniques, interview innovations, and workplace trends to raise the bar for hiring quality talent.