Sr Recruiting Manager, Sales

Axon•Boston, MA

6d•$146,610 - $234,576•Hybrid

About The Position

Axon is seeking a Sr Recruiting Manager, Sales to lead hiring for critical go-to-market roles, including senior individual contributors, front-line leaders, and strategic hires supporting expansion across B2B, Federal, and emerging markets. This is a builder role that partners closely with Sales leadership while remaining hands-on across hiring strategy, recruiter execution, process design, and candidate experience. The manager will own a high-impact recruiting portfolio as Axon scales and expects Talent Acquisition to become more predictive, data-driven, and embedded in the business. The successful candidate will raise the talent bar by building stakeholder trust, challenging assumptions, identifying exceptional talent, and creating systems that help Axon hire better and faster. The position is hybrid and based in New York, Boston, Seattle, or Scottsdale.

Requirements

6+ years of experience in Sales or GTM recruiting, with 2+ years of team leadership or mentoring responsibility.
Experience hiring Sales roles across multiple regions or segments, from senior individual contributors to front-line leaders, in high-growth environments.
Strong partnership with Sales stakeholders and ability to influence hiring decisions.
Solid understanding of recruiting operations, funnel metrics, and recruiter productivity.
Track record of delivering against hiring goals while maintaining a high talent bar.
Comfort working with data to inform decisions while exercising judgment beyond the numbers.
Experience improving recruiting processes, candidate experience, and stakeholder alignment.
High standards, low ego, and willingness to be hands-on when needed.

Responsibilities

Own end-to-end recruiting delivery for Global Sales.
Translate headcount plans into recruiting strategy, capacity plans, and hiring forecasts.
Build and manage the Sales recruiting landing plan across regions, segments, and levels.
Lead, coach, and hold recruiters accountable for pace, quality, ownership, and results.
Identify aging or at-risk searches early and drive clear recovery plans.
Partner closely with senior Sales leaders on talent strategy, profiles, prioritization, and hiring decisions.
Use funnel, capacity, aging, conversion, and market data to diagnose issues and drive action.
Build proactive pipelines for recurring and critical Sales talent.
Use creative approaches to sourcing, CRM, events, referrals, market mapping, AI, and recruiting technology.
Personally step into critical searches or business problems when needed.
Continuously improve team operations, removing friction and scaling what works.