Senior Sales Recruiter

TRM Labs

8d•$153,000 - $172,000•Remote

About The Position

TRM Labs is seeking a Senior Sales Recruiter to join their Talent team, which operates as a high-performing go-to-market function. This role will focus on identifying, engaging, and closing exceptional sales talent to fuel the company's growth in public sector and defense, financial institutions, and crypto markets. The Talent team is accountable for pipeline health, conversion, speed, quality, and outcomes, partnering closely with business leaders to build teams that expand TRM's reach and impact. The Senior Sales Recruiter will own and drive recruiting for specialized Sales roles, bringing a sales mindset to talent acquisition, including prospecting, influencing, and closing candidates in competitive markets.

Requirements

7+ years of recruiting experience, with deep expertise hiring Sales talent in high-growth, technical, enterprise, or mission-driven environments.
Demonstrated success recruiting experienced Sales professionals across one or more of the following markets: public sector, defense, financial institutions, crypto, blockchain, DeFi, fintech, compliance, cybersecurity, or enterprise SaaS.
A strong outbound sourcing muscle, with a proven ability to identify, engage, nurture, and close passive candidates for competitive, hard-to-fill roles.
Experience partnering with senior go-to-market leaders to define hiring strategy, calibrate profiles, diagnose funnel challenges, and drive searches to successful outcomes.
Strong command of pipeline metrics and conversion data, with the ability to identify bottlenecks, adjust strategy quickly, and communicate tradeoffs clearly.
Comfort operating in a quota-like environment, balancing multiple searches while prioritizing the highest-impact roles.
A persuasive, credible communication style with the ability to influence senior candidates, hiring managers, and cross-functional stakeholders.
Excellent judgment around candidate quality, motivation, risk, and close strategy.
Grit, resilience, and a closing mindset — you don’t wait for inbound interest; you create momentum and drive outcomes.
AI fluency is a baseline expectation at TRM. AI fluency means you are among the top 10 percent of operators in your function in how you apply AI to accelerate repeatable workflows, structure and solve problems, improve output quality, and increase speed and leverage.

Nice To Haves

The ability to schedule an intake meeting, open the position in the ATS, post the description, design the interview process, and configure the interview plan within 72 hours of receiving a position.
Within a week of opening a position, conduct 5-10 Recruiter Screens and have the first sync with the Hiring Team for calibration.
Two weeks after the initial interviews, analyze data to identify what is and isn’t driving pass rates and conversions, share insights and recommendations with the hiring team to refine and optimize the search, and continue to monitor and adjust the approach until the position is filled.

Responsibilities

Build and own high-velocity talent pipelines, consistently generating qualified candidates for priority Sales roles across public sector, defense, financial institutions, and crypto.
Run recruiting like a sales funnel, managing top-of-funnel sourcing through close with a sharp focus on conversion, speed, quality, and candidate experience.
Act as a trusted closer for hard-to-hire Sales talent — overcoming objections, creating urgency, and driving offer acceptance in competitive markets.
Develop and execute targeted outreach campaigns, leveraging market intelligence, personalized messaging, and persistent follow-up to engage passive candidates.
Partner closely with hiring managers and business leaders as a deal team, aligning on priorities, tradeoffs, profiles, and hiring strategy to hit aggressive goals.
Bring strong market fluency across enterprise sales talent pools, including candidates with experience selling into government agencies, financial institutions, crypto-native companies, blockchain ecosystems, and emerging technology markets.
Continuously optimize recruiting performance, using data and feedback to improve outreach effectiveness, funnel health, pass-through rates, and time-to-close.
Serve as a talent advisor to the business, bringing insight on market dynamics, compensation expectations, candidate motivations, competitive talent trends, and hiring risks.