Why This Job is Featured on The SaaS Jobs
This Sr. Sales Recruiter role stands out in SaaS because it sits at the intersection of go-to-market scale and talent strategy at a Series B, AI-native B2B company. Being the first in-house recruiter dedicated to sales signals a shift from opportunistic hiring to building a repeatable engine—an inflection point many SaaS businesses hit when ARR growth and enterprise customer demand start to pressure headcount planning.
From a SaaS career perspective, the mandate goes beyond filling seats. The work touches the mechanics that shape revenue outcomes: defining hiring profiles for complex sales motions, building outbound sourcing systems, and using funnel metrics to diagnose where process design is limiting throughput or quality. Experience here tends to transfer well across SaaS stages because it builds fluency in how sales org design, enablement-adjacent roles, and recruiting operations connect.
The role fits a hands-on recruiter who prefers ownership over specialization, and who is comfortable partnering closely with sales leadership on role design, calibration, and closing. It will suit someone motivated by outbound search, high bar evaluation, and iterating on process details rather than relying on inbound applicant flow.
The section above is editorial commentary from The SaaS Jobs, provided to help SaaS professionals understand the role in a broader industry context.
Job Description
Why Ivo?
Ivo has the best AI native products in a massive category - enterprise contracts. We’ve grown 6X in ARR over the last year, just raised a big Series B and have brought on the best logos in the world (e.g. Reddit, Pinterest, CDW, Canva, Lindt, Uber, IBM) and many other of the best and most successful companies in the world). We have massive growth ambitions and a key part of realizing that is building the best sales organization in the world.
Position overview:
We’re hiring our first Sr. Sales Recruiter to partner closely with our Sales Leadership Team to build and scale a world-class sales organization. This is our first in-house recruiter dedicated to sales, and you’ll play a critical role in helping us scale from a ~15-person sales org to 50+ while maintaining a very high talent bar.
You will have a Sales Leadership team that is highly committed to recruiting and hiring world class talent. We get involved in recruiting in a big way, care about the candidate experience and appreciate that the most leverage we have is defined by the caliber of people we bring in. We will have a strong partnership with you.
You’ll lead sales hiring end-to-end (with a lot of support & partnership from sales leadership) — from defining role profiles and sourcing strategy to closing candidates — with a strong emphasis on passive, outbound sourcing. You’ll inherit an existing hiring process and have the mandate to improve it, iterate on it, and help build a scalable sales hiring engine as we grow.
This role is ideal for a hands-on, opinionated recruiter who understands complex B2B SaaS sales motions, enjoys partnering closely with sales leadership, and wants meaningful ownership at a Series B, AI-native company.
This isn’t just a sourcing role. We need someone who can really learn about our sale, our customers, our current AEs, our hiring profile, our leaders, our cross functional partners and find and really vet (and recruit) candidates who are great fits.
We have a 1-4 rating scale for candidates and we only hire 4s. We never make sacrifices on candidate quality, but we also have really aggressive hiring goals.
\n
What you'll be doing- Own full-cycle recruiting for sales roles, primarily:
- Account Executives (Mid-Market and Enterprise)
- Sales leadership roles
- SDR, RevOps, Solutions Consulting, and Sales Enablement roles
- Partner closely with the Sales leadership on hiring priorities, role definition, and hiring strategy
- While this role may evolve over time, it is intentionally IC-focused today, with significant ownership and impact
- Lead outbound, passive sourcing efforts with compelling, thoughtful candidate messaging
- Build and maintain long-term relationships with top mid-market and enterprise sales talent in our core markets, even when there isn’t an immediate open role — playing the long game to create future hiring pipelines for 2027 and beyond
- Continuously evaluate and improve our sourcing strategy, candidate funnel, and interview process.
- Help us build a world class ‘sales’ brand. We recently became a top 5% Sales Org on Repvue!
- Identify bottlenecks and opportunities for optimization using data and recruiting metrics
- Help articulate and refine our value proposition to senior sales candidates
- Contribute to employer branding efforts for sales talent (e.g., RepVue, Glassdoor)
- Influence recruiting tools, systems, and processes as we scale
Ivo might be a good fit for you if: - 3–5+ years of recruiting experience, with in-house experience required
- Strong background recruiting sales roles in a startup environment (Series A–C preferred)
- Experience scaling a sales team from roughly 15 → 50+
- Proven success sourcing and closing passive candidates; not dependent on inbound applicants
- Familiarity with Mid-market and Enterprise sales motions, including:
- Senior AEs selling into Fortune 500 customers
- Six and Seven figure, complex B2B SaaS deals
- Data-driven approach to recruiting, with the ability to diagnose and improve funnel performance
- Builder mindset — excited to take an existing process and make it better
- Strong point of view, paired with openness to iteration (“loose opinions, strongly held”)
- Comfortable working very closely with sales leadership and proactively surfacing ideas and blockers
- Passion for recruiting as a craft and for building long-term relationships with top sales talent
What success looks like- First 90 days: You’ve made your first sales hires, hit near-term headcount goals, and developed a clear POV on where our sourcing and interview process can improve
- 6 months: You’re helping prepare and plan for future hiring, including sourcing strategy and hiring plans for the back half of 2026 and beyond
- 12 months: You’re operating as a true owner of sales recruiting, influencing tooling, metrics, and process decisions as the company continues to scale
Compensation and benefits- The USD base salary range for this role is $140,000 – $180,000 (excluding equity). Final offer amounts are determined by multiple factors, including experience and expertise, and may vary from the amounts listed above.
- Equity:
- Meaningful equity as part of the total compensation package.
- Relocation and Visa Support:
- We offer relocation assistance for successful applicants moving to San Francisco, as well as support for visa and green card applications where applicable.
- Medical benefits:
- Comprehensive medical, dental, and vision plans to suit the needs of you and your family.
- Unlimited PTO:
- So you can take the time you need to recharge, stay healthy, and bring your best self to work.
\n
FAQ:
How far along are we?
We launched in early access in 2023. Since then, we’ve had an incredible response from the market and are growing rapidly. We 6x'd in ARR in the last 12 months. Our clients include companies like Uber, Reddit, IBM, Canva, Pinterest, WordPress, and more. We're happy to share more details with candidates who go through our interview process.
Is this a chill gig?
Startups are very hard, especially if they’re growing fast. You’ll have a ton of responsibility, and there’s always an enormous amount of stuff to do. It’s hard work but the payoff is uncapped.
Can I work remotely?
We require candidates to work with us in-person 5 days a week in our San Francisco office.
