Talent Acquisition Manager, Sales

Simpro; Miami (FL); On-site; USD 120,000 - 150,000; Full time

Job summary

Simpro is seeking a GTM Talent Acquisition Manager to lead end-to-end recruitment for commercial functions across global markets. You will partner with senior leadership to align recruiting with headcount planning and growth targets, while driving proactive outbound sourcing and efficient processes.

The role requires experience in international hiring, strong analytics, and expertise with modern ATS and assessment tools. You will influence offers and onboarding across diverse regions.

Qualifications

• Extensive experience in full-lifecycle talent acquisition for commercial and go-to-market roles.
• Experience recruiting across international markets and managing cross-border talent considerations.
• Proven headhunting, executive sourcing, and candidate pipeline management skills.
• Ability to evaluate sales performance metrics, candidate fit, and organizational needs.
• Proficiency with recruitment analytics platforms and candidate assessment tools.

Responsibilities

• Drives full-lifecycle recruitment for commercial and go-to-market roles across global operating markets.
• Partners with senior leadership to align recruitment execution with headcount planning and organizational growth targets.
• Executes proactive outbound sourcing strategies to engage qualified candidates across specialized talent pools.
• Evaluates candidate capabilities against performance criteria, revenue ownership metrics, and organizational requirements.
• Manages recruitment pipelines, interview scorecards, and candidate feedback workflows to ensure operational efficiency.
• Leverages market intelligence and compensation frameworks to guide offer negotiations across global talent markets.
• Oversees recruitment system workflows, data integrity, and candidate conversion metrics.
• Establishes structured interview criteria and escalation processes to maintain candidate quality and evaluation standards.
• Partners cross-functionally with human resources, finance, and operational teams to streamline onboarding and talent processes.
• Analyzes recruitment performance data to surface market trends and recommend continuous sourcing improvements.
• This job description is not an exhaustive list of duties and may be modified at the discretion of Simpro Group

Skills

Full lifecycle

Go-to-market

Executive sourcing

International hiring

Data analytics

ATS proficiency

Education

Business or HR degree

Tools

Applicant Tracking Systems

Job description

Job Context

The GTM Talent Acquisition Manager is responsible for managing and executing end-to-end recruitment for commercial and go-to-market functions across global operating regions. This role partners with commercial leadership to drive talent acquisition strategies, manage candidate pipelines, and deliver high-volume hiring objectives. The incumbent oversees full-lifecycle sourcing, candidate evaluation, interview alignment, and offer negotiation within international compensation models. Operating with functional independence, this role optimizes applicant tracking systems, maintains recruitment service level agreements, and delivers data-driven talent metrics to support organizational growth.

What You’ll Do

Job Description

• Drives full-lifecycle recruitment for commercial and go-to-market roles across global operating markets.
• Partners with senior leadership to align recruitment execution with headcount planning and organizational growth targets.
• Executes proactive outbound sourcing strategies to engage qualified candidates across specialized talent pools.
• Evaluates candidate capabilities against performance criteria, revenue ownership metrics, and organizational requirements.
• Manages recruitment pipelines, interview scorecards, and candidate feedback workflows to ensure operational efficiency.
• Leverages market intelligence and compensation frameworks to guide offer negotiations across global talent markets.
• Oversees recruitment system workflows, data integrity, and candidate conversion metrics.
• Establishes structured interview criteria and escalation processes to maintain candidate quality and evaluation standards.
• Partners cross-functionally with human resources, finance, and operational teams to streamline onboarding and talent processes.
• Analyzes recruitment performance data to surface market trends and recommend continuous sourcing improvements.
• This job description is not an exhaustive list of duties and may be modified at the discretion of Simpro Group

What You’ll Bring

Person Requirements

• Extensive experience in full-lifecycle talent acquisition, with specialized focus on high-velocity commercial and go-to-market recruitment.
• Proven experience recruiting across international markets and managing cross-border talent considerations.
• Strong expertise in proactive candidate headhunting, executive sourcing techniques, and candidate pipeline management.
• Demonstrated ability to evaluate commercial sales performance metrics, candidate competency, and organizational fit.
• Practical proficiency with modern applicant tracking systems, recruitment analytics platforms, and candidate assessment tools.
• Solid understanding of multi-region compensation structures, competitive talent market landscapes, and offer negotiation strategies.
• Excellent analytical, data reporting, and stakeholder management skills with the ability to influence leadership decisions.
• Relevant degree in Business, Human Resources, or an equivalent combination of professional training and high-volume recruiting experience.

Our Core Values

We Are One Team

We Are Customer Centric

We Are Growth Minded

We Are Accountable

We Celebrate Success

Simpro, AroFlo, BigChange & ClockShark are equal opportunity employers with a best-of-class onboarding program and supportive team environments. This means that we want everyone to feel welcome with us and to provide equal opportunities for everyone, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation, or any other non-performance factor.