Responsibilities
- Build and own a high-velocity talent pipeline, consistently generating qualified, cleared candidates for priority roles.
- Run recruiting like a sales funnel, managing top-of-funnel sourcing through close, with a focus on conversion, speed, and quality.
- Act as the primary closer for hard-to-hire, security-cleared candidates—overcoming objections, creating urgency, and driving offer acceptance.
- Develop and execute targeted outreach campaigns, leveraging market intelligence and personalized messaging to engage passive talent.
- Partner closely with hiring managers as a deal team, aligning on priorities, tradeoffs, and hiring strategy to hit aggressive goals.
- Continuously optimize recruiting performance, using data and feedback to improve outreach effectiveness, funnel health, and time-to-close.
Requirements
- 5+ years recruiting for cleared National Security Sales roles, with a strong, active network of cleared talent.
- Demonstrated success filling hard-to-close roles through outbound sourcing, tailored messaging, and persistent follow-up.
- Strong command of pipeline metrics and conversion data, with the ability to diagnose funnel issues and adjust strategy in real time.
- Comfort operating in a quota-like environment, balancing multiple searches while prioritizing the highest-impact roles.
- Highly persuasive communicator who can influence senior candidates and hiring leaders, manage expectations, and build trust quickly.
- Grit, resilience, and a closing mindset—you don’t wait for inbound; you create momentum and drive outcomes.
Learn about TRM Speed in this position
Within 72 hours of receiving a position, you schedule the intake meeting, open the position in the ATS, post the description, design the interview process, configure the interview plan. Within week of opening a position, you have conducted 5-10 Recruiter Screens and have conducted the first sync with the Hiring Team for calibration. Two weeks after the initial interviews, you analyze the data to identify what is and isn’t driving pass rates and conversions. You share your insights and recommendations with the hiring team to refine and optimize the search, and you continue to monitor and adjust the approach until the position is filled.
Leadership Principles
We hire and grow against three leadership principles. They’re the standards for how we operate, treat each other, and make decisions. - Impact-Oriented Trailblazer: We put customers first and move with speed, focus, and adaptability. We treat every plan like an experiment – test, ship, measure, and iterate quickly. - Master Craftsperson: We care deeply about our craft. We balance speed with high standards, own outcomes end‑to‑end, and invest in getting better everyday. - Inspiring Colleague: We add clarity and energy, not noise. We bring humility, candor, and a one‑team mindset — giving and receiving feedback to make the team stronger.
Additional Information
- security clearance required
- remote work with at least 4-hour overlap with PST business hours
- operates across various time zones
- AI fluency expected
- evaluated on applied AI fluency during interview process
