Senior Recruiter

About the role

This position is a full-cycle recruiting role embedded within the People Services team, concentrating on identifying, assessing, and closing go-to-market as well as revenue-enabling positions. The successful candidate will act as a strategic partner to hiring managers, providing expert guidance and building a trusted, high-performing talent function. You will own the entire candidate journey for critical roles, ensuring a consistent and high-quality experience from initial sourcing through final offer and onboarding. The work demands a high degree of discretion, fairness, and clear communication to navigate complex hiring scenarios. You will collaborate closely with fellow recruiters and cross-functional stakeholders to iterate quickly based on real-time feedback and business needs. People teams support employees throughout their entire lifecycle, from hiring and development to performance reviews and eventual exit. Success in this role requires a player-leader mindset capable of balancing speed with scalable structure in a fast-moving environment.

Key facts

What you'll do

Own full-cycle recruiting for GTM and revenue-enabling roles, including sourcing, intake, interview calibration, offers, and onboarding coordination.

Partner with hiring managers to define role requirements, evaluate candidates objectively, and iterate quickly based on new data and business feedback.

Develop GTM-specific scorecards and evaluation frameworks that balance speed with scalable structure to ensure consistent hiring decisions.

Source and evaluate candidates using a variety of techniques, with a proven ability to close passive candidates in competitive GTM markets.

Drive the end-to-end candidate experience, demonstrating strong closing instincts while selling Relay compellingly and navigating counteroffers effectively.

Build and maintain credible relationships with senior GTM leaders and hiring managers, establishing trust and demonstrating influence.

Manage a high volume of open requisitions simultaneously without compromising the quality of screening or the candidate experience.

Leverage Greenhouse proficiency to manage pipeline hygiene, automate workflows, and generate custom reports for data-driven decisions.

Coordinate closely with People Operations to ensure accurate payroll setup, benefits enrollment, and compliance during the onboarding process.

Champion Relay's culture and values throughout the recruiting process to attract candidates who align with the company mission.

Requirements

The posting states a bachelor's degree requirement; you must 5+ years of full-cycle recruiting experience in a high-growth or startup tech company, with SaaS experience strongly preferred.

Proven record of owning GTM and revenue recruiting for AEs, SDRs, CSMs, Marketing, and/or RevOps roles.

Expert-level proficiency in Greenhouse, including pipeline hygiene, candidate engagement, and custom reporting.

Demonstrated ability to source and close passive candidates in competitive GTM markets where talent is scarce.

Strong closing instincts and the ability to sell Relay compellingly while navigating counteroffers with professionalism.

Proven credibility and influence with senior GTM leaders and hiring managers across the organization.

Exceptional organizational skills to manage a full req load while maintaining rigorous standards for quality and candidate experience.

Local to or willingness to relocate to the Triangle; in-office presence expected 4 days per week at the Raleigh HQ.

A bachelor's degree is required, and the specific field of study must be confirmed on the official application page.

Nice to have

Experience recruiting for enterprise or upmarket GTM teams during hyper-growth phases (Series B-D or similar).

Ability to discuss sales compensation and attainment metrics at a high level with top candidates to assess fit.

Track record of building recruiting processes or intake frameworks from scratch to improve hiring efficiency.

Practical notes

This role is based in Raleigh, with most team members working from the HQ several days per week. The team operates in a fast-paced, high-growth environment with meaningful ownership and impact. Typical interview steps for candidates include a case scenario, a policy question, and behavioral rounds where you may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout these stages, and framing answers around policy, fairness, and company values tends to yield the best outcomes.

Good to know

The role supports a diverse range of GTM functions, including Account Executives, SDRs, Customer Success Managers, Marketing, and RevOps. Success in this position requires a player-leader mindset, strong influence, and comfort with ambiguous, high-stakes work that impacts the business directly. The company invests in employee growth and emphasizes learning, impact, and teamwork as core cultural pillars.

Career growth

Career paths in People typically progress from coordinator to generalist, manager, and director levels, with recruiters able to move into specialized talent leadership roles. HR partners can progress into people operations leadership positions as they develop business acumen. At each level, breadth across recruitment, development, and operations is highly valued. Experience with tools such as HRIS and ATS systems becomes increasingly important at every career stage and supports long-term success in the function.