Jobgether
Senior International Sales Recruiter
Get notified of more jobs like this · No spam, ever
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
Role Overview
This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior International Sales Recruiter based in the United Kingdom.
About the Role
As a Senior International Sales Recruiter, you will own high-priority searches across EMEA and other international markets, helping build teams that support a high-growth global organization.
You will specialize in business-critical hiring across Sales, Post-Sales, Compliance, Marketing, and other commercial functions.
The role combines hands-on full-cycle recruiting with strategic talent partnership, market intelligence, and data-driven decision-making.
You will work closely with hiring managers and senior Talent leaders to define search strategies, assess talent markets, and make high-quality hiring decisions.
Your expertise will help shape regional talent strategies, improve recruiting velocity, and strengthen the candidate experience.
Working in a remote and globally distributed environment, you will navigate complex searches with autonomy, urgency, and strong judgment.
This is an opportunity for an experienced recruiter who sees talent acquisition as a craft and wants a measurable impact on business growth.
Accountabilities
- Own full-cycle recruitment for international business roles across Sales, Post-Sales, Compliance, Marketing, and other functions, from intake through offer and close.
- Act as a strategic talent advisor to hiring managers, providing guidance on talent markets, candidate calibration, sourcing strategies, assessment, and closing approaches.
- Build and execute targeted sourcing strategies to identify, engage, assess, and close exceptional candidates across EMEA and other global markets.
- Develop detailed regional talent maps covering high-performing organizations, competitor talent, referral networks, and specialized candidate communities.
- Create a high-quality candidate experience at every stage, ensuring communications and interactions reflect the organization’s standards, mission, and values.
- Use recruiting data, market intelligence, funnel metrics, and conversion rates to assess search health and continuously refine recruiting strategies.
- Facilitate effective calibration, structured feedback, and timely decision-making to maintain momentum and improve hiring quality.
- Identify and address bottlenecks throughout the recruitment process, using evidence to influence hiring teams and improve search outcomes.
- Continuously improve international recruiting practices, including intake processes, scorecard alignment, sourcing approaches, interview debriefs, and offer execution.
- Partner with Talent, People, Finance, Legal, and business leaders to navigate international hiring requirements and keep searches moving efficiently.
- Establish strong search foundations quickly, including role calibration, market mapping, sourcing pipelines, recruiter screens, and structured interview processes.
- Track hiring outcomes and use insights to identify opportunities for improving pass rates, conversions, candidate quality, and overall recruiting velocity.
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
Requirements
- 5+ years of professional recruiting experience, with significant exposure to international business hiring within high-growth technology companies.
- Proven success recruiting across Sales, Post-Sales, Compliance, Marketing, and other business or commercial functions.
- Strong understanding of EMEA talent markets, with the ability to adapt sourcing and search strategies according to region, function, and candidate profile.
- Excellent recruiting fundamentals, including market mapping, talent intelligence, passive candidate engagement, candidate assessment, stakeholder calibration, and offer closing.
- Ability to quickly understand complex business roles across go-to-market, compliance, marketing, operations, and other functions without requiring deep prior subject-matter expertise.
- Strong analytical skills, with the ability to interpret recruiting metrics, funnel health, conversion rates, market data, and pipeline quality and turn insights into actionable recommendations.
- Exceptional stakeholder-management skills, including the ability to build trust with hiring managers, influence senior stakeholders, challenge assumptions constructively, and operate as a strategic advisor.
- Excellent written and verbal communication skills, with the ability to clearly communicate search progress, market insights, candidate strengths, trade-offs, and recommendations.
- High ownership, persistence, and sound judgment when managing ambiguous, specialized, and business-critical searches.
- Strong sense of urgency and ability to maintain momentum while balancing quality, candidate experience, and business priorities.
- Comfortable working independently within a remote, globally distributed organization and collaborating effectively across EMEA and U.S. business hours.
- Strong commitment to recruiting craft, continuous improvement, structured processes, and data quality.
- Ability to operate effectively in an environment characterized by changing priorities, ambiguity, high accountability, and rapid execution.
Benefits
- Competitive compensation based on skills, qualifications, professional experience, and location.
- Estimated U.S. base salary equivalent of $153,000–$172,000; compensation for candidates outside the U.S. is adjusted to reflect local market and geographic factors.
- Potential eligibility to participate in an equity plan.
- Fully remote working environment with a globally distributed Talent team.
- Flexible collaboration supported by asynchronous communication, thorough documentation, and proactive updates across time zones.
- Structured team collaboration through regular hiring syncs, sourcing sessions, and team meetings.
- Strong emphasis on professional development, recruiting excellence, continuous improvement, and data-driven practices.
- Opportunity to work on high-impact international searches and partner directly with senior stakeholders.
- Meaningful opportunity to contribute to a mission-driven organization working at the intersection of AI, security, and combating financial crime.
- High-autonomy environment with significant ownership and exposure to complex, global talent challenges.
- Opportunity to grow as a strategic recruiting partner while expanding expertise across international markets and business functions.
Get help with your application
Your very own career expert that helps elevate your application to the next level.
How Jobgether Works
We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.
We appreciate your interest and wish you the best!
Why Apply Through Jobgether?
Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills
Location