Principal Talent Acquisition Consultant - GTM

PowerSchool Group LLC•Dallas, TX

2d•Hybrid

About The Position

As a Principal Talent Acquisition Consultant, you will do more than "recruit". You will own the hiring success of the GTM (Go-To-Market; Sales) organization serving as a trusted business advisor, a talent market expert, and the lynchpin for an exceptional customer and candidate experience. As a Principal Talent Acquisition Consultant for GTM, you are a full life cycle talent advisor for our Sales organization, collaborating with and guiding our sales team, from the SDR to the CRO, focusing and facilitating their hiring of commercial, revenue-generating and leadership roles across the globe.

Requirements

8 to 10+ years of full-cycle recruiting experience, with a strong emphasis on commercial or GTM functions within edtech, start-up, or scaling sales environments.
Bachelor’s degree or equivalent combination of education and relevant experience.
Experience managing multiple concurrent requisitions across different functions or levels.
Demonstrated success developing consultative relationships at all levels in a sales organization.
Experience using behavioral interviewing techniques and translating evidence into candidate recommendations.
Experience advising hiring leaders throughout the recruiting and selection process.
Experience using an applicant tracking system and sourcing technologies.
Ability to travel approximately 10% to 15% for business needs.

Nice To Haves

Experience recruiting in GTM (go-to-market; sales) teams within SaaS, technology, EdTech, or another complex professional environments.
Staffing or executive search experience.
Workday Recruiting experience.
Experience using AI-enabled recruiting or sourcing tools.
PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable certification.

Responsibilities

Partner directly with the CRO, executive, and hiring leaders to understand business objectives, team needs, and the outcomes each hire must deliver and consult on market compensation, talent availability, and strategic recruitment.
Build recruiting strategies using market insight, sourcing data, compensation context, and candidate evidence.
Manage multiple searches while maintaining responsiveness, quality, accuracy, and a strong candidate experience.
Proactively identify and engage active and passive candidates through professional networks, sourcing platforms, referrals, events, and AI-enabled tools.
Conduct structured, behavioral interviews to assess skills, experience, competencies, motivation, and readiness for the role.
Provide clear candidate recommendations and respectfully challenge assumptions when the evidence, market, or business need suggests a different approach.
Build long-term relationships and talent communities across PowerSchool and the EdTech market.
Continuously improve recruiting practices, tools, processes, and experiences.