Senior GTM Recruiter - Long Term Contract

About the company

The company is making a big impact on the world. Whether you’re checking your bank account, buying a coffee, shopping online, making a phone call, listening to music, taking out a loan or ordering takeout – the company is the backbone of applications used every day. Companies small and large, including 75% of the Fortune 500, run the company, touching the lives of billions of people. With massive reach through Linux distributions, enterprise deployments and public clouds, the company is uniquely positioned as the leading database for modern application development. The company now includes GridGain, a leader in in-memory computing, extending the company to handle the extreme-velocity data requirements of autonomous AI agents.

The Opportunity

We are looking for a Contract Senior Technical GTM Recruiter to drive full-cycle recruiting across our global organization. Our company builds and delivers database technology used by customers around the world, and our talent needs are equally global — spanning APAC, EMEA, and the Americas . This role will own hiring for technical sales roles  as well as cross-functional roles across Finance Product, and G&A (Finance, Legal, People, IT, etc.) .

The ideal candidate is a versatile, consultative recruiter who can flex between deep technical sourcing and evaluation for engineering roles and broader generalist recruiting for go-to-market and corporate functions — all while navigating the nuances of hiring across multiple regions, time zones, and labor markets.

Key Responsibilities

Full-Cycle Recruiting

• Manage full-cycle recruiting for technical engineering sales roles across Sales and Marketing to support the GTM team. Some possible recruitment for Product, and SG&A as well.

• Partner directly with hiring managers and executive stakeholders to define role requirements, calibrate candidate profiles, and build effective hiring strategies for each function.

• Source active and passive candidates using a mix of channels: LinkedIn Recruiter, GitHub, technical communities, Boolean/X-ray search, referrals, and niche database/infrastructure networks.

• Conduct technical and behavioral phone screens, assess candidates for role fit, technical depth, and cultural alignment, and manage candidates through onsite/virtual interview loops.

• Own offer strategy, including compensation benchmarking, negotiation, and closing candidates in competitive, multi-offer situations.

Global & Regional Recruiting

• Recruit across APAC and EMEA regions, and minimal possible roles in the Americas , adapting sourcing strategy, candidate messaging, and interview processes to regional market conditions, compensation norms, and labor regulations.

• Partner with regional People/HR partners and legal teams to ensure compliant, locally-appropriate hiring practices (contracts, notice periods, work authorization, data privacy).

• Manage time-zone-sensitive scheduling and communication to deliver a consistent, high-quality candidate experience across all regions.

• Build and maintain regional talent pipelines and market maps for hard-to-fill technical roles (e.g., distributed systems engineers in EMEA, database specialists in APAC).

Sales and Marketing GTM Recruiting

• Develop fluency in the company's core technology (databases, distributed systems, cloud infrastructure) sufficient to credibly engage senior technical sales candidates and hiring managers.

• Partner with technical sales leaders to build leveled, structured interview processes and technical assessment criteria.

• Track and continuously improve technical sales hiring funnel metrics (sourcing-to-hire conversion, time-to-fill, offer-accept rate).

• Recruit for Go-to-Market roles (EAEs, EPA's SDRs, Sales Engineers, Marketing, Customer Success, and Sales Operations) and corporate functions. Some roles in Finance, Legal, People, IT and Product Management/Design may be included depending on bandwidth.

• Tailor sourcing and assessment approaches to each function's unique competencies (e.g., quota attainment history for Sales, portfolio review for Product/Design).

• Act as a trusted advisor to hiring managers outside of engineering, educating them on market conditions and best-practice hiring processes.

Process, Data & Employer Brand

• Maintain accurate, real-time data in the ATS (e.g., Greenhouse) for pipeline reporting and forecasting.

• Provide regular hiring updates and funnel metrics to leadership; flag risks to hiring plans proactively.

• Champion a best-in-class, consistent candidate experience globally, including timely communication and structured feedback loops.

• Contribute to employer branding initiatives (careers page content, technical blog contributions, conference/community presence) to strengthen the company's reputation among engineering and business talent.

• Continuously improve recruiting processes, tools, and playbooks; mentor junior recruiters or coordinators as the team scales.

Qualifications

Required

• 5+ years of full-cycle recruiting experience, with meaningful experience recruiting technical sales roles at a software or infrastructure company.

• Demonstrated experience recruiting across multiple global regions (APAC, EMEA, and the Americas), including familiarity with regional hiring practices and market dynamics.

• Experience recruiting for non-technical sales functions (Finance, Product, G&A) in addition to engineering.

• Strong sourcing skills across LinkedIn Recruiter, GitHub, and other technical talent channels.

• Proven ability to manage a high-volume, cross-functional requisition load in a fast-paced environment.

• Excellent stakeholder management skills, with experience partnering with senior/executive hiring managers.

• Proficiency with an ATS (Greenhouse) and recruiting/sourcing tools.

• Experience utilizing AI to enhance and improve the recruiting experience.

Preferred

• Prior recruiting experience at a database, infrastructure, or developer-tools company.

• Experience hiring for highly specialized technical talent (e.g., distributed systems, storage engines, AI, query optimization).

• Familiarity with global employment considerations (contractor vs. employee models, visa/work authorization, EOR partners).

• Experience scaling recruiting processes at a high-growth startup or scale-up.

What Success Looks Like

• Delivers a candidate experience that earns positive feedback across all regions and functions.

• Consistently meets time-to-fill and quality-of-hire targets across both technical and non-technical requisitions.

• Builds durable, diverse pipelines for hard-to-fill technical and regional roles.

• Is viewed by hiring managers — from Sales to G&A — as a strategic partner, not just an order-taker.

• Stays informed of trends and innovative recruiting techniques in order to be competitive in state-of-the-art recruiting practices.

Location

Remote - Sofia, Bulgaria, Romania or Poland

What’s in It for You?

Impact the world of technology by pushing the boundaries of technology and business models, working at the company. Be part of a game-changing organization that encourages outside-the-box thinking, values empowerment, and is truly shaping the future of the software industry.

You’ll be collaborating with high-caliber colleagues around the world, offering unparalleled learning and growth opportunities. We provide a very competitive compensation package, 25 days paid annual leave (plus holidays) and a massive degree of flexibility and freedom, and more.

Salaries for candidates outside the U.S. will vary based on local compensation structures.

How to Apply

If you are interested in this position, please submit your application along with your CV/Resume through our ATS Greenhouse on the company Careers site.

• At the company, we celebrate the diverse experiences and perspectives of our employees because this drives innovation and success. The company is an equal opportunity employer dedicated to creating a welcoming and inclusive workplace for everyone.

• the company does not sponsor work visas or relocation.

• the company is committed to providing accommodations for individuals with disabilities within our application and interview process. To request an accommodation due to a disability, please inform your recruiter.

• the company will not accept agency resumes without a prior contractual agreement with HR. Please do not forward resumes to any recruiting alias or employee directly. The company is not responsible for paying any fees associated with any unsolicited submitted CV/Resumes.