Account Executive

Recruiters and staffing leaders do not need another tool that sits beside the work. They need a system that finds people, runs the process, and turns conversations into hires. This role exists to put that system in the hands of teams who live on speed, fill rate, and client trust—and to make the commercial case so clearly that the right buyers say yes and stay.

Performance Objectives

• Own a territory of staffing firms, executive search, RPO, and in-house talent teams, and close new annual recurring revenue against a published quota.
• Build a qualified pipeline through outbound, inbound, and referrals so each quarter starts with enough real opportunities—not activity—to hit the number.
• Run discovery that maps how a team sources, sequences, and manages candidates, then show the product against those workflows so the buyer can see time saved and pipeline created.
• Multi-thread evaluations, handle competitive displacement, and move deals from first meeting to signed agreement with clean stage definitions and an accurate forecast.
• Land customers who adopt sourcing, CRM, and outreach in the first 90 days, measured by usage and a referenceable hiring outcome—not a logo that goes quiet.
• Expand accounts after go-live by tying seats, modules, and renewal value to recruiter productivity and client delivery.
• Feed product and customer success with the objections and workflow gaps that stall deals, so the next cycle is shorter than the last.

Environment & Resources

You report to sales leadership inside a growth-stage talent-intelligence SaaS company. You work with business development, customer success, and product on a shared book of recruiting buyers. You sell a platform that covers applicant tracking, recruiting CRM, AI sourcing, contact data, email and SMS automation, and talent pipelines—one system, not a stack of point tools. You get a defined territory, a quota, a demo environment, sequencing and CRM tooling, and deal support when a technical or implementation question would otherwise slow a close. Budget authority for standard commercial terms sits with sales leadership; exceptions are escalated, not improvised.

Essential Qualifications

• A track record of hitting B2B SaaS quota while selling to staffing, recruiting, HR, or other operators who buy on workflow, not slideware.
• Ability to run a full-cycle motion: prospect, discover, demonstrate, negotiate, and forecast without handing the relationship off mid-deal.
• Comfort showing software live and translating features—sourcing automation, pipelines, outreach—into fill speed, recruiter capacity, and client retention.
• Written and verbal clarity that keeps multi-threaded buyers aligned and a forecast a manager can trust.
• Discipline to qualify budget, authority, timeline, and competitive status early, and to walk away from deals that will not adopt.

Role Selling Points

• You sell into the daily work of recruiters, not a side process they open once a quarter.
• The product spans sourcing, CRM, outreach, and tracking, so one conversation can replace a fragmented stack.
• Growth-stage pace with a clear scoreboard: pipeline, win rate, retention, and expansion—not vanity meetings.
• Your closed customers become proof. Adoption and references are part of the job, not someone else’s cleanup.

Call to Action

If you want a quota you can explain and a product recruiting teams actually run their day on, apply with a short note on a deal you closed because the buyer saw the workflow change—not because you discounted it.