We’ve built an incredible foundational sales team who has brought Retool to thousands of customers. But we’re not done—next year (and the year after that!) we have incredibly aggressive goals we’ll achieve only if we can hire best-in-class account executives and supporting sales functions. That’s where you come in. We’re looking for an excellent sales recruiter to dive in as we scale our sales team. You’ll have a seat at the table in determining our processes and how we grow and you’ll have incredible partners to work with.

 

You’ll bring best practices to sales hiring processes and iterate on what’s working (and what’s not). We’ll look to you to partner with hiring managers by leading the full-cycle recruiting process, managing candidate process, and closing candidates. You’ll learn how to sell Retool and then you’ll share the story and vision of Retool with your candidates.

 

You’ll be responsible for hiring across a variety of roles, from account executives to sales engineers to technical account managers. You’ll leverage metrics to make decisions for each pipeline and you’ll proactively surface issues and risks to your hiring partners.

 

Beyond pipeline management, you’ll serve as a strategic business partner to your hiring managers, some of whom are experienced in hiring and others who are new to the charge. You’ll make recommendations, serve as a thought partner as they consider how to grow their organizations, and ultimately put plans in place to deliver on the sales org’s vision and plan. 

 

You’ll also help us grow the team. With our hefty sales goals, we’ll need to bring on additional sales recruiters (we don’t expect you to do it all).

 

The talent team at Retool is small but extremely impactful. Recruiting has historically been a team sport, and we're proud of the recruiting-forward organization we've built. You’ll partner with the team to set goals, ensure a stellar candidate experience, and achieve our aggressive hiring targets. 

 

We’re a diverse bunch with a variety of backgrounds: some of us come from industries unrelated to tech and others have grown up on a steady diet of Bay-area companies. We’re a slightly sarcastic, dedicated, and hard-working group (who also loves plants and GIFS) and we’re looking to add folks to help us expand our culture. If this sounds like you, we’d love to hear from you!

 

• Learn how to use Greenhouse, our applicant tracking system, to successfully move candidates through our pipeline and ensure data cleanliness and accuracy. 
• Own the full-cycle recruiting process, from our first touchpoint with candidates to closing them in partnership with our head of engineering, engineers, and peers.
• Leverage your metrics to inform your activity needs, which we'll look to you to interpret and present (and manage to).
• Learn our sourcing profiles and refine them as needed, all with the intent of hiring the best and sales, success, and other G&A folks from a variety of backgrounds.
• Contribute to Retool's mission to build a diverse and performant company.
• Drive hiring decisions with your hiring managers. You’ll act as a sounding board and guide through our candidate debriefs post onsites and help the hiring team make a final decision.
• Kickoff new-to-the-business roles, primarily within sales and success. You'll own the kickoff process and agree on deliverables with hiring managers, interviewers, and so forth. You may occasionally step in to support the growing org by taking on the occasional role outside of technical hiring.
• Partner with your engineering team to identify non-traditional ways to reach out to and attract candidates. 
• Design and deploy new programs, relationships with external organizations, and track their progress.
• Help interview and hire Retool’s next recruiting hire.

THE SKILLSET YOU'LL BRING: 

• 3+ years experience in full-cycle recruiting on the sales/go-to-market side
• At least 1 year experience in recruiting within a startup
• Past success in closing candidates
• Demonstrated understanding of recruiting metrics, conversions, and a constant desire to improve how we operate
• Past experience in working with multiple hiring managers
• A genuine interest in diversity and inclusion that you imbed into your recruiting practices
• Excellent written and verbal communication skills
• A business-first attitude
• A desire to be a foundational team member and build a world-class team