Sr. Manager, Talent Acquisition - GTM

MaintainX•Montreal, QC

About The Position

MaintainX is the world's leading AI-powered maintenance and asset management platform, serving 13,000+ customers including Duracell, Shell, Cintas, and Brenntag. We raised $150M in Series D funding led by Bessemer Venture Partners and Bain Capital Ventures, bringing our total funding to $254M. We were named to the Forbes 2025 Cloud 100, the definitive ranking of the top 100 private cloud companies in the world. We're scaling the Revenue org from North America into EMEA and LATAM, and we need the talent leadership layer to match. We're looking for a Sr. Manager, Talent for Revenue to lead the recruiting function behind our entire go-to-market motion — from lead generation through post-sales. This is a manager-of-managers role. You'll lead a team of Talent Partners, set the Revenue hiring strategy with our EVP Sales and his leaders, and own the function's outcomes. You will not carry a personal req load. Your job is to make every recruiter on your team great, every search predictable, and every hiring manager partnership tight. You'll report directly to the VP Talent and partner closely with the EVP Sales and his leadership team across Sales, Sales Development, Customer Success, Sales Engineering, Professional Services, and Partnerships — covering the US, Canada, the UK, EMEA, and LATAM.

Requirements

8+ years in Revenue / GTM recruiting, with at least 3 years leading a team of recruiters at a high-growth SaaS company.
Demonstrated track record of building Revenue pipelines across the full GTM stack — SDR/BDR, AE (SMB through Enterprise), CS/AM, SE, and Sales leadership.
Experience hiring internationally — UK and EMEA at minimum; LATAM is a strong plus. You understand the operational realities of entity setup, comp localization, and time-zone-distributed recruiting.
Operator's instincts. You can pull your own pipeline reports, design a capacity model, and forecast hires by quarter without a separate ops partner.
Experience scaling structured interview processes for Revenue — calibrated scorecards, role-play discipline, debrief standards, interviewer training.
Comfort with modern ATS platforms (Ashby strongly preferred, Greenhouse / Lever acceptable) and the Revenue sourcing stack (LinkedIn Recruiter, RepVue, Juicebox, direct outreach).
A point of view on how to partner with a CRO and his leaders without being subservient to them. You can push back when the bar slips, and you can hold a calibration line when the pipeline is thin.

Responsibilities

Lead the Revenue talent team. Manage a team of Talent Partners (manager-track and IC) covering Sales, SDR/XDR, Customer Success, Sales Engineering, Professional Services, and Partnerships. Hire, coach, and level up the team. Run a development cadence that turns strong ICs into senior recruiters.
Own the full Revenue hiring plan. Translate the EVP Sales's plan into a sourcing strategy, capacity model, and weekly pipeline — across AEs, ADs, ISRs, SDRs, XDRs, CS, AM, SE, Pro Services, and Partnerships. Allocate reqs across the team. Reforecast every time the plan changes — and on a Revenue team, the plan changes.
Run the operating cadence with Revenue leadership. Stand up weekly pipeline reviews with the CRO and his direct reports. Deliver clean dashboards on funnel health, time-to-fill, ramp readiness, and offer acceptance. Surface bottlenecks early and own the fix.
Build the international hiring engine. Partner with the CRO and People Ops on EMEA and LATAM expansion — entity setup, comp localization, and recruiter coverage by region. Make sure a hire in London, São Paulo, or Madrid runs as cleanly as one in Raleigh.
Drive interview quality and bar discipline. Own the structure of Revenue interview loops — discovery sims, deal-cycle case studies, role-plays, and exec panels. Calibrate interviewers, enforce scorecard discipline, run the debrief standard. When the bar slips, you call it.
Reduce reliance on contingency agencies. Build the internal team capacity, sourcing tooling, and pipeline depth that compresses time-to-hire on tier 2/3 Revenue roles. Reserve agency partnerships for retained search where it's actually the right tool.
Own your numbers. This team runs on data. You'll own team-level and function-level metrics: time-to-fill, offer acceptance rate, sourcing response rates, screen-to-onsite conversion, ramp readiness, and recruiter productivity. You'll be measured on outcomes, not activity.