Senior Recruiter, GTM

Samsara

7d•$136,850 - $175,950•Remote

About The Position

At Samsara, we hire people passionate about building for the long term. As a Senior GTM Recruiter, you'll partner with Customer Success and Revenue Operations leaders to build exceptional teams with intention, urgency, and high hiring standards. We believe the best recruiters create business outcomes—not just fill openings. You'll influence hiring decisions with market insights and data, proactively shape talent strategy, and build high-quality pipelines before demand arises. Success is measured by the quality of hires, the trust you build with stakeholders, and the long-term impact your talent has on the business. This is a remote role and is open to candidates residing in the US except the San Francisco Bay Metro Area, NYC Metro Area, and Washington, D.C. Metro Area.

Requirements

8+ years of full-cycle recruiting experience, including ownership of high-bar roles with hard-to-close profiles across multiple disciplines
Proven track record of successfully hiring GTM talent, including Customer Success Managers, Implementation Consultants, Solutions Engineers, Sales Operations, and Revenue Operations roles.
Demonstrated success running searches for senior stakeholders (Director level and above), with an emphasis on trust, rigor, and influence
A “Talent Partner” mindset—you contribute insights, talent data, and structure that raise the bar beyond filling roles
Experience hiring in innovative and high-bar companies
Proven ability to build effective outbound and passive talent strategies in constrained markets - especially where the "easy path" doesn’t work
Strong track record of navigating complex hiring scenarios, including pushback, ambiguity, and process risk, while keeping a long-term focus on hiring quality
Excellent communicator who aligns stakeholders, mitigates surprises, and delivers crisp execution
Experience leveraging AI tools thoughtfully and intentionally to drive more thorough, effective, and efficient recruiting - without compromising candidate quality or experience.

Responsibilities

Execute Full-Cycle Recruiting: Lead end-to-end hiring for IC and leadership roles, delivering exceptional execution from intake through offer acceptance.
Act as a Strategic Partner: Build trusted relationships with senior leaders by deeply understanding their business, challenging assumptions, and influencing hiring decisions.
Influence with Data: Analyze recruiting funnel performance, market trends, and candidate insights to identify headwinds, uncover opportunities, and proactively recommend actions that improve hiring outcomes.
Drive Proactive Talent Strategy: Build high-caliber pipelines through market mapping, long-term engagement, and talent communities—even before hiring demand exists.
Employ Creative Sourcing: Move beyond traditional sourcing by mapping talent networks and engaging exceptional candidates who aren't actively looking.
Optimize Hiring Processes: Identify bottlenecks, simplify ambiguous hiring processes, and continuously improve the candidate and hiring manager experience.
Collaborate as One Team: Foster a team-first culture by sharing talent, knowledge, and feedback to achieve the best outcomes for the business.
Apply Innovation: Leverage AI and modern recruiting tools to automate repetitive work, generate insights, and improve recruiting quality and efficiency.