Sr Recruiting Manager, Sales

Axon•Seattle, WA

6d•$122,175 - $195,480•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 positions supporting expansion across B2B, Federal, and emerging markets. This is a builder role that partners closely with Sales leadership while remaining hands-on in recruiting strategy, recruiter execution, process design, and candidate experience. The manager will own a high-impact recruiting portfolio as Axon scales and develops a more predictive, data-driven, and business-embedded Talent Acquisition function. The role calls for strong judgment, urgency, and a willingness to work alongside the team to raise the talent bar, build stakeholder trust, challenge assumptions, identify exceptional candidates, and create systems that enable better and faster hiring. The position is hybrid and based in New York, Boston, Seattle, or Scottsdale.

Requirements

At least 6 years of experience in Sales or GTM recruiting, with at least 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 the 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 using 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 with senior Sales leaders on talent strategy, candidate 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, remove friction, and scale effective practices.