Go-To-Market Talent Partner at Weekday

Gurugram, haryana, India -

Full Time

Start Date

Immediate

Expiry Date

01 May, 26

Salary

600000.0

Posted On

31 Jan, 26

Experience

2 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

GTM Hiring, Sales Recruitment, Revenue Talent Strategy, Headhunting, Passive Candidate Sourcing, Stakeholder Management, B2B SaaS, Candidate Experience, Talent Mapping

Industry

Retail Apparel and Fashion

Description

This role is for one of our clients Industry: Software Development Seniority level: Associate level Min Experience: 2 years Location: Gurugram JobType: full-time \n \n ₹3,00,000 - ₹6,00,000 a year We are seeking a Go-To-Market Talent Partner to build and scale elite revenue teams in a high-growth B2B SaaS organization. This role sits at the intersection of talent strategy and revenue execution, owning the hiring of top-performing sales and GTM professionals who directly impact growth outcomes. You will act as a trusted advisor to sales and revenue leaders—deeply understanding sales motions, target markets, and performance benchmarks—while proactively identifying and engaging high-impact talent through creative, intelligence-led sourcing approaches. Key Responsibilities GTM & Revenue Hiring Ownership Lead end-to-end hiring for revenue-critical roles across Sales and GTM functions, including SDRs, BDRs, Account Executives, Sales Managers, and senior revenue leaders Translate revenue plans, territory strategy, and expansion goals into actionable hiring roadmaps Drive hiring outcomes aligned with speed, quality, and long-term performance Sales-Focused Talent Assessment Evaluate candidates using real sales performance indicators such as quota history, deal complexity, ACV, sales cycle length, and market exposure Differentiate between sales profiles (hunter vs farmer, SMB vs enterprise, inbound vs outbound) with precision Partner with hiring managers to calibrate profiles and continuously raise the talent bar Strategic & Creative Sourcing Build high-quality pipelines using non-traditional and high-signal sourcing channels Proactively map competitors, identify top performers, and engage passive candidates Leverage sales communities, alumni networks, referrals, GTM forums, events, webinars, and revenue intelligence platforms Move beyond job boards to consistently surface hard-to-find, high-impact talent Candidate Engagement & Experience Craft personalized outreach that resonates with sales professionals and their career motivations Own the candidate journey from first touchpoint to offer closure, ensuring a premium experience Maintain strong relationships with candidates for future hiring needs Stakeholder Partnership & Process Improvement Work closely with Sales, Revenue, and Leadership teams to improve hiring effectiveness Share market insights, talent trends, and competitive intelligence with internal stakeholders Continuously refine hiring processes to improve speed, quality, and predictability What You Bring 3+ years of experience hiring Sales or GTM roles in B2B SaaS organizations Proven success recruiting SDRs, BDRs, Account Executives, and Sales Leadership roles Strong understanding of B2B SaaS sales models, quotas, pipelines, and revenue metrics Demonstrated ability to source and close passive, high-performing sales talent Excellent communication, stakeholder management, and candidate storytelling skills Experience hiring for North America or global markets is a strong advantage Background in fast-scaling SaaS or startup environments preferred Familiarity with CRM systems, sales intelligence tools, and modern sourcing platforms Comfortable operating in a high-ownership, fast-paced environment with measurable impact Core Skills GTM Hiring · Sales Recruitment · Revenue Talent Strategy · Headhunting · Passive Candidate Sourcing · Stakeholder Management · B2B SaaS · Candidate Experience · Talent Mapping \n

Responsibilities

The Go-To-Market Talent Partner will lead end-to-end hiring for revenue-critical roles across Sales and GTM functions. They will also evaluate candidates based on real sales performance indicators and partner with hiring managers to continuously improve the talent acquisition process.