Account Executive - HR Technology
About this role
In a world of noise, we find the signal — the pulse of potential. We weave the strands of talent, vision, and purpose into organizations that endure. Blending intelligence with intuition, we honor the human art of connection at the heart of every great company.
Commercial Executive - HR Technology
Fully remote (must reside in TX, FL, NY or AZ) | Target OTE: $210,000
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ABOUT THE JOB
Our client is a fully remote, US-based talent acquisition platform that combines an applicant tracking system with an integrated job board. HR and talent acquisition teams use it to post roles, manage candidates, automate workflow and communication, and keep hiring data consistent across the tools they already run.
They’re adding a Commercial Executive to build net-new business. This is a hunter’s seat. You own the top of the funnel, from the first cold touch through signed contract, with companies of roughly 100 to 400 employees. You’ll find the HR and talent acquisition leaders who are hiring without a modern system behind them, get them on the phone, show them what the platform does, and close. You’ll report to the company’s commercial leader.
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THE MANDATE
Our client is clear about who will thrive in this role, and who won’t.
They’re not looking for an account manager or a farmer, or someone who’s most comfortable working inbound leads and warm renewals. They’re not looking for someone who needs a daily check-in to stay on track. This role will not get a lot of direct day-to-day management, and that’s by design.
They’re seeking a hunter and a self-manager: someone who has sold into HR before, from inside a staffing or recruiting firm or on the sales team of an HR technology company, who builds their own plan, works it every week, and shows up with results. The right person knows how a TA team runs, what breaks when hiring volume picks up, and how to talk to a Head of People about it without a script.
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KEY RESPONSIBILITIES
• Build and work a pipeline of new prospects in the 100 to 400 employee range through cold outreach, referrals, events, and your own network • Run discovery calls that connect a prospect’s hiring problems to what the platform does • Deliver product demos to HR, talent acquisition, and operations leaders, and bring in product or technical colleagues when a deal calls for it • Own the full sales cycle: qualify, propose, negotiate, and close • Hit monthly and quarterly new-business targets and keep an accurate forecast • Keep the CRM current so pipeline stages, activity, and next steps are always visible • Feed what you hear from prospects back to product and marketing • Hand closed accounts to the customer success team with a clean transition