Senior Talent Acquisition Partner - GTM

LVT (LiveView Technologies)•American Fork, UT

16d•Onsite

About The Position

We are looking for a high-caliber Senior Talent Acquisition Partner to scale our high-growth Go-To-Market (GTM) recruiting efforts. This is a senior-level individual contributor role responsible for building our Sales, Revenue Operations, Marketing, and Customer Success organizations by identifying and landing top-tier talent that thrives in a fast-paced environment. You will partner directly with GTM executives to build a world-class revenue engine and high-performance culture required to sustain our rapid expansion. Beyond GTM, you'll flex into other critical business areas as strategic priorities require and drive system-wide improvements to our talent acquisition function. You'll partner directly with functional executives and cross-functional leaders to shape hiring strategy, influence organizational priorities, elevate recruiting standards, and ensure consistent delivery against shared hiring goals across multiple teams. This role will be office-based in our Utah HQ.

Requirements

GTM Recruiting Expertise: 7+ years of full-cycle recruiting experience with at least 4 years focused on high-growth Go-To-Market organizations in SaaS or SaaS + Hardware environments.
Strategic Partner Mindset: Demonstrated ability to act as a trusted advisor to VP and C-suite leaders, influencing hiring goals, process design, and organizational priorities.
Masterful Sourcing: Deep expertise in advanced outbound sourcing techniques (Boolean, LinkedIn Recruiter, etc.) to engage high-caliber passive revenue talent.
Revenue Acumen: You understand the nuances of a complex sales motion and can effectively identify the difference between a functional contributor and an elite GTM performer.
High-Stakes Closer: Extensive experience managing complex offer negotiations and successfully closing senior-level candidates in highly competitive talent markets.
Executive Presence: Exceptional communication skills with the ability to deliver clear, data-backed strategic recommendations to senior leadership.
Systems Thinking: Proactively identifies process inefficiencies and implements scalable solutions that elevate recruiter performance and hiring outcomes.
Strong Ownership Mindset: Ability to operate autonomously, anticipate organizational risks, and drive results without constant oversight.
Highly Organized: Commitment to data integrity, reporting accuracy, and maintaining rigorous standards within modern ATS platforms.
Culture Builder: Passion for building high-performing teams and contributing to a positive, growth-based culture across the organization and within the TA function.
Ability to work out of our Headquarters in American Fork, Utah.

Responsibilities

Full-Cycle GTM Ownership: Lead end-to-end recruitment for critical GTM roles, including Sales (Enterprise, Key Accounts, SMB), Solutions Engineering, Marketing, Customer Success, and Revenue Operations.
Strategic Partnership: Act as a talent advisor to GTM leadership, providing market intelligence, competitive insights, and hiring strategy that influences organizational priorities and business decisions.
Pipeline Strategy & Execution: Develop and execute scalable sourcing strategies to build diverse, high-performing pipelines of passive talent within the SaaS and Hardware/IoT industries.
Role Architecture: Partner with revenue leaders to co-create and refine target candidate profiles, offering market insights that shape role scope, compensation strategy, and hiring bar clarity.
Candidate Experience Excellence: Design and maintain a high-touch, professional candidate journey that reflects LVT’s brand values and ensures every applicant becomes an advocate for our mission.
Complex Close Strategies: Own offer negotiations for senior and competitive revenue talent, partnering with Total Rewards and leadership to craft compelling packages and resolve barriers to acceptance.
Process Transformation: Drive the ideation and creation of scalable TA tools, including standardized interview rubrics, GTM-specific assessment frameworks, and recruiter playbooks.
Data-Driven Execution: Track and report on hiring performance across your portfolio, using data to drive continuous improvement and provide executive-level transparency into pipeline health.
Brand Ambassadorship: Represent LVT at industry events and on social platforms to strengthen our employer brand and attract the next generation of GTM leaders.
Mentorship & Team Elevation: Mentor and elevate fellow recruiting team members through knowledge sharing, coaching on complex GTM scenarios, and raising execution standards across the team.