Talent Partner, GTM

Owner.com

2d•$85,000 - $97,000•Remote

About The Position

As a Sales Recruiter at Owner, you'll own hiring for the front end of our go-to-market organization, including Business Development Representatives, XDRs, and Sales Development Representatives. These are the roles where most of our sales team starts, the people who make first contact with restaurant owners, and the bench our Account Executives get promoted from. This is high-volume, early-career recruiting. Most candidates you evaluate won't have a quota history to point at, so your judgment about who will ramp is the core of the job rather than a supporting skill. You'll partner with BDR and XDR managers to set the bar and build a screen that holds it. This role is 100% remote and can be based anywhere in the US.

Requirements

1–2 years of recruiting experience across full-cycle or sourcing. Agency and in-house experience a plus.
Comfort operating at volume, with evidence of a heavy screen load handled without pipelines or ATS data falling apart.
Sound judgment evaluating candidates who have no quantitative performance record, and the confidence to hold a recommendation with senior stakeholders.
Excellent written communication. Your outreach represents the sales organization you're hiring for.
High agency and adaptability, comfortable working autonomously where the process isn't fully written down yet.
Experience with Ashby, Greenhouse, Lever, or similar, and with LinkedIn Recruiter or comparable sourcing tools.

Responsibilities

Own full-cycle entry-level sales hiring: Run BDR, XDR, and SDR searches from kickoff through offer acceptance.
Drive outbound sourcing: Build top-of-funnel pipeline through LinkedIn Recruiter, referrals, direct outreach, and competitor mapping across the Toronto market.
Open early-career channels: Develop university programs, sales bootcamps, alumni networks, and referral loops so hiring isn't dependent on inbound applications.
Partner with sales leaders: Work with BDR and XDR managers to define profiles, calibrate the bar, and reset expectations when the market says a profile is unrealistic.
Own the candidate experience: Deliver a fast, clear, respectful process to every candidate, including the majority who won't receive an offer.
Track and report metrics: Monitor pipeline velocity, conversion, and time-to-fill. Identify which sources produce reps who actually ramp, and move effort toward them.
Keep the system honest: Maintain Ashby accurately enough that funnel reporting can be trusted by Sales and Finance.