Why this role exists
Most companies treat recruiting as a support function. We do not. In a market this competitive, the team that hires better wins. The companies you are competing with for talent are well-funded, well-known, and aggressive. If Hevo is going to keep growing, someone has to out-recruit them on our behalf. That is this job.
You will be a senior individual contributor on GTM hiring at Hevo, covering Sales, Marketing, Founder's Office, and Analytics. You will not be filling seats. You will be building the teams that decide whether Hevo hits its number for the next three years.
What the job actually looks like
Recruiting at the level we are talking about is a long game. You will spend most of your time on work that does not show up on a dashboard, building relationships with candidates who will not move for another twelve months, learning a function deeply enough to argue with the hiring manager about what the role really needs, and turning down candidates who look good on paper but will not clear the bar. The wins are slow, and then they compound. If that loop sounds satisfying to you, read on.
Specifically, you will:
- Own GTM talent acquisition targets. Develop and execute a comprehensive recruiting strategy to deliver against quarterly, half-yearly, and annual hiring plans for the GTM team.
- Partner with leaders across Sales, Marketing, Founder's Office, and Analytics. Understand each function well enough to write sharp, accurate scorecards for roles like Account Executives, SDRs, Sales Managers, Performance Marketers, Product Marketers, Content Writers, Program Managers, Program Directors, Data Analysts, and Analytics Managers.
- Build internal capability to hire managers, leaders, and difficult-to-fill roles across the business teams. The hard ones land on your desk.
- Run end-to-end recruitment. Sourcing, screening, interviewing, selection, closing. You own the loop.
- Run a recruiting process that respects everyone's time. Candidate experience matters, and no one should feel that this took longer than it needed to.
- Track and improve the metrics that matter. Yield ratio, time to offer, offer-to-join, candidate NPS. Treat the funnel like a sales funnel, because it is one.
- Build talent attraction at the top of the funnel. Social, job boards, referrals, and a real network you keep warm so we are not starting from zero every time a role opens.
What we are looking for
- 6+ years of end-to-end recruiting experience for GTM functions like Sales, Marketing, and Strategy.
- Aspiring to step into a people management role in the next 24 to 36 months.
- Experience in SaaS or IT is preferred, not mandatory.
- A data-driven problem solver. You can read a funnel, find the leak, and fix it.
- Strong opinions about what good looks like in a hire, and the spine to hold the bar even when the hiring manager is impatient.
What we are honest about
Recruiting at Hevo is not the version of the job where you post on Naukri and wait. The roles are hard, the bar is high, and the candidates we want are usually not looking. You will get rejected by senior candidates, you will lose offers to bigger brands, and you will have weeks where the pipeline does not move. The recruiters who do this well treat each of those moments as information, not as a verdict. That is the part that cannot be taught, and it is the part that separates a recruiter who hits the plan from one who does not.
The work is hard on purpose. That is also why doing it well is worth something.
