Senior Sales Recruiter (Contract), APAC

Overview

Own high-priority, full-cycle recruiting for international roles across APAC and other global markets, including Sales, Post-Sales, Compliance, Marketing, and broader business functions. Partner with hiring managers and Talent leadership to define strategy, map regional markets, engage passive candidates, and drive high-quality hiring decisions with speed and precision.

What you'll do

• Own full-cycle recruiting for international roles across Sales, Post-Sales, Compliance, Marketing, and other functions.
• Act as a strategic talent partner to hiring managers by advising on market dynamics, candidate calibration, sourcing strategy, and close approach.
• Build and execute targeted sourcing strategies to identify, engage, and close exceptional talent across APAC and other global markets.
• Develop regional talent maps across priority markets, including high-performing companies, competitive talent, referral networks, and specialized candidate communities.
• Create an exceptional candidate experience where every touchpoint reflects TRM's talent bar, mission, and operating principles.
• Use data, market insight, and funnel conversion metrics to diagnose search health, influence hiring teams, and adjust strategy in real time.
• Drive urgency and decision quality through clear calibration, structured feedback, and timely hiring decisions.
• Continuously improve international recruiting, including intake quality, scorecard alignment, sourcing strategy, debrief rigor, and offer execution.
• Partner cross-functionally with Talent, People, Finance, Legal, and business leaders to navigate international hiring considerations and keep searches moving.
• Within 72 hours of a role opening, schedule the intake, research and publish the role, and bring 5 calibration profiles to the intake for the hiring manager to review.
• Within a week of opening a role, map the total addressable market, build a shortlist of the top 30 profiles, conduct 5–10 recruiter screens, and stand up the full interview process, including approved recruiter-screen questions.
• Two weeks after initial interviews, analyze data to identify what is and is not driving pass rates and conversions, share insights and recommendations with the hiring team, and continue to monitor and adjust until the position is filled.
• Within the first 30 days, become fully onboarded, calibrated, and the DRI for assigned positions.
• Within the first 60 days, have sourced candidates reaching final rounds.
• Within the first 90 days, make 2–3 hires.

What you'll need

• 7+ years of recruiting experience, with strong experience supporting international sales hiring in high-growth technology companies, preferably based in the US.
• Proven success hiring across Sales, Post-Sales, Compliance, Marketing, and other business functions.
• Strong knowledge of APAC talent markets, with the ability to adapt strategy by region, function, and candidate profile.
• Strong search fundamentals, including market mapping, talent intelligence, passive candidate engagement, candidate assessment, and closing.
• Ability to quickly understand complex business roles across GTM, compliance, marketing, and operations.
• Strong analytical ability to interpret recruiting metrics, funnel health, conversion rates, and pipeline quality and translate them into action.
• Exceptional stakeholder management, including building trust, influencing hiring managers, pushing back thoughtfully, and operating as a strategic advisor.
• Excellent written and verbal communication, including synthesizing market insight, candidate tradeoffs, and search progress clearly for stakeholders.
• High ownership, autonomy, persistence, and judgment in navigating ambiguous, specialized, business-critical searches.
• Ability to operate effectively in a remote, globally distributed environment with strong overlap across APAC and U.S. business hours.

Details

• Location: India.
• Contract role.
• The talent team is fully remote and async-first.
• Most of the team overlaps between 7am–12pm PST for real-time collaboration.
• Every team member maintains at least a 4-hour overlap with PST business hours.
• Weekly hiring syncs, team sourcing syncs, and bi-weekly team meetings are held.
• AI fluency is a baseline expectation, including using AI to accelerate repeatable workflows, structure and solve problems, improve output quality, and increase speed and leverage.
• Applied AI fluency is evaluated during the interview process.