Talent Acquisition | Recruiter, GTM

Rogo•San Francisco, CA

8d•$120,000 - $180,000

About The Position

Rogo is hiring a GTM Recruiter to own strategic searches for sales leaders and Account Executives across its global go-to-market organization. As part of the founding San Francisco team, this recruiter will partner with local leaders to build their teams, help establish the office, and strengthen Rogo’s presence in the market. The role has end-to-end ownership, from advising leaders and building candidate pipelines to managing searches through offer acceptance, with autonomy to develop effective recruiting practices.

Requirements

At least 5 years of full-cycle recruiting experience, with a strong track record hiring sales leaders and enterprise Account Executives.
Experience recruiting for high-growth technology companies in competitive talent markets.
Strong sourcing skills and ability to engage and close exceptional passive candidates.
Credibility with senior leaders and sound judgment to influence hiring decisions.
Commercial fluency, including understanding sales motions, segments, territories, and traits of top performers.
High ownership and ability to structure ambiguous searches.
Clear, compelling communication and strong relationship-building skills.
Disciplined, data-informed approach to managing multiple searches.
Enthusiasm for building an office and team from the ground up.

Responsibilities

Run full-cycle recruiting for sales leadership and Account Executive roles across the U.S.
Partner with hiring managers to define role scope, success profiles, and interview plans.
Drive searches with urgency, rigor, and high talent standards.
Work with San Francisco-based leaders to turn growth plans into hires and help establish the office, culture, and candidate experience.
Build local talent networks and increase Rogo’s visibility in the San Francisco market.
Map target markets and develop pipelines of high-performing sales leaders and Account Executives.
Engage passive candidates through thoughtful outreach and build relationships ahead of hiring needs.
Translate growth plans into hiring priorities and search strategies; provide market insights and pipeline data to inform talent, compensation, and search decisions.
Assess candidates’ track records, sales experience, and fit for Rogo’s stage.
Help interviewers evaluate consistently and support clear, timely hiring decisions.
Own offer strategy and closing in partnership with leadership.
Deliver a high-quality candidate experience from initial conversation through close.
Use Ashby and pipeline data to identify gaps, remove bottlenecks, and improve recruiting results.
Build repeatable sourcing, assessment, and closing practices as the company scales.