Job description

Netic is the AI revenue engine for essential services who are the backbone of the American economy. With $43M in funding from Founders Fund, Greylock, Hanabi, and Dylan Field who led our Series B, we helped our customers book hundreds of thousands of jobs across services industries in North America. There are now companies operating entirely AI-first on Netic. You’ll join our team with relentless builders from Scale, Databricks, HRT, Meta, MIT, Stanford, and Harvard in bringing frontier AI to the physical economy, where the problems are hard, the data is complex, and the impact is immediate and tangible. WHAT YOU'LL DO: - Own full-cycle sales hiring: Drive sourcing → close across Business Development (BDRs), Mid-Market Sales, Enterprise Sales, and Revenue Operations; you're the single-threaded owner of every search. - Build outbound machinery: Develop creative, repeatable sourcing strategies to identify and engage top-performing sales talent, including exceptional sellers who aren't actively looking. - Raise the talent bar: Partner with leadership to define hiring profiles, build structured interview processes, and identify the traits that separate good salespeople from exceptional early-stage builders. - Sell the mission: Tell a compelling story about Netic's technology, market opportunity, and trajectory. Build relationships with passive candidates and turn initial curiosity into conviction. - Instrument & iterate: Own recruiting funnel metrics, pipeline health, and conversion rates. Continuously refine sourcing strategies and hiring processes to deliver exceptional talent without sacrificing speed or quality. WHAT YOU'LL BRING: - Sales recruiting pedigree: 3+ years of full-cycle recruiting experience, ideally within high-growth startups or top-tier recruiting agencies specializing in sales and sales-related roles. - Sourcing excellence: Proven ability to identify, engage, and close exceptional passive candidates, particularly high-performing sales and revenue operations talent. - Commercial fluency: Deep understanding of sales organizations, enterprise sales motions, and what makes a successful GTM hire at different stages of company growth. - Builder mentality: Experience creating recruiting processes, sourcing strategies, and talent pipelines from scratch. You're comfortable operating without a playbook and thrive on ownership. - Storytelling edge: Ability to articulate a compelling company vision, build credibility with senior candidates, and win talent against established, well-funded competitors. - Data discipline: Comfort owning recruiting metrics, diagnosing funnel bottlenecks, and using data to continuously improve hiring outcomes. Our values 1. Obsess over the customer 2. Every second counts 3. Sweat the details 4. There are no blockers 5. Be self-directed 6. Seek and speak the truth 7. Enjoy the ride We are an equal opportunity employer and do not discriminate on the basis of race, religion, national origin, gender, sexual orientation, age, veteran status, disability or any other legally protected status.

Requirements

Must-haves

Own full-cycle sales hiring: Drive sourcing → close across Business Development (BDRs), Mid-Market Sales, Enterprise Sales, and Revenue Operations; you're the single-threaded owner of every search.
Build outbound machinery: Develop creative, repeatable sourcing strategies to identify and engage top-performing sales talent, including exceptional sellers who aren't actively looking.
Raise the talent bar: Partner with leadership to define hiring profiles, build structured interview processes, and identify the traits that separate good salespeople from exceptional early-stage builders.
Sell the mission: Tell a compelling story about Netic's technology, market opportunity, and trajectory. Build relationships with passive candidates and turn initial curiosity into conviction.
Instrument & iterate: Own recruiting funnel metrics, pipeline health, and conversion rates. Continuously refine sourcing strategies and hiring processes to deliver exceptional talent without sacrificing speed or quality.
Sales recruiting pedigree: 3+ years of full-cycle recruiting experience, ideally within high-growth startups or top-tier recruiting agencies specializing in sales and sales-related roles.
Sourcing excellence: Proven ability to identify, engage, and close exceptional passive candidates, particularly high-performing sales and revenue operations talent.
Commercial fluency: Deep understanding of sales organizations, enterprise sales motions, and what makes a successful GTM hire at different stages of company growth.
Builder mentality: Experience creating recruiting processes, sourcing strategies, and talent pipelines from scratch. You're comfortable operating without a playbook and thrive on ownership.
Storytelling edge: Ability to articulate a compelling company vision, build credibility with senior candidates, and win talent against established, well-funded competitors.
Data discipline: Comfort owning recruiting metrics, diagnosing funnel bottlenecks, and using data to continuously improve hiring outcomes.

Nice-to-haves

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Application prep

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Platform: ashby
Effort: quick

Benefits

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