[Hiring] Talent Acquisition Partner @Stord

Role Description

We are looking for a GTM Talent Acquisition Partner to join our growing People team and own full-cycle recruiting for Stord's Sales, Finance, and broader Go-To-Market organizations. You'll be a trusted partner to GTM and Finance leadership, equally comfortable assessing a quota-carrying seller, a revenue operations analyst, or a technical accountant, and judging business acumen and cross-functional fit in each.

You'll work directly with leaders across Sales, Marketing, Customer Success, Revenue Operations, and Finance to understand hiring needs, build sourcing strategies for specialized talent, and deliver an exceptional candidate experience from first outreach through offer. This is a high-visibility role: your ability to identify, engage, and close top revenue and finance talent will directly shape the teams driving Stord's growth and financial operations.

What You'll Do

• Full-Cycle Recruiting: Own the end-to-end process for Sales, Finance, and other GTM roles, from intake and sourcing through screening, interview coordination, offer negotiation, and close.
• Strategic Sourcing: Build and execute creative sourcing strategies (LinkedIn Recruiter, Boolean/X-ray search, professional networks, referrals, events) to reach passive candidates for hard-to-fill roles, including quota-carrying sellers and finance specialists.
• Stakeholder Partnership: Partner closely with GTM and Finance leaders to define role requirements, calibrate candidate profiles, and build hiring plans that scale with the business and align to headcount and territory plans.
• Candidate Experience: Act as a brand ambassador for Stord, delivering a thoughtful, transparent, and fast-moving experience for every candidate, regardless of outcome.
• Sales & GTM Assessment: Understand sales motions, segments, quota attainment, and comp structures (base/variable, OTE) well enough to screen for track record, selling skills, and role fit.
• Finance Acumen & Assessment: Build enough fluency in accounting, finance, and business operations to screen accurately for technical depth, business judgment, and fit.
• Pipeline & Market Insight: Track pipeline health, conversion metrics, and time-to-fill; bring market intelligence (compensation trends, competitor movement, talent availability) back to hiring teams.
• Process Improvement: Continuously refine interview processes, scorecards, and workflows to reduce time-to-hire while maintaining a high talent bar.
• Cross-Team Collaboration: Work with People Ops, Compensation, and fellow Talent Partners to ensure consistent, equitable, and compliant hiring practices across the org.

Qualifications

• 4+ years of full-cycle recruiting experience, with a strong focus on Sales and/or GTM hiring
• Demonstrated success recruiting across sales (e.g., Account Executives, SDRs/BDRs, Sales Leaders), finance (e.g., Accountants, Controllers, FP&A, Finance Managers), and GTM functions (e.g., Marketing, Customer Success, Revenue Operations)
• Strong sourcing skills, including advanced Boolean/X-ray search and passive candidate outreach
• Ability to credibly engage GTM and Finance leaders, translating role requirements into effective sourcing and screening strategies
• Excellent communication and relationship-building skills, with a track record of strong candidate and hiring manager satisfaction
• Experience managing a high-volume, multi-req pipeline in a fast-paced, high-growth environment
• Proficiency with an ATS (e.g., Workday, Greenhouse, Lever) and recruiting tools (LinkedIn Recruiter, sourcing extensions, etc.)
• Data-driven approach to recruiting, with comfort tracking and reporting on pipeline metrics

Bonus Points

• Previous in-house recruiting experience at a high-growth startup or scale-up
• Experience recruiting for SaaS or enterprise technology sales teams
• Experience recruiting for Corporate Finance, Accounting, or FP&A teams
• Working knowledge of accounting, financial reporting, or corporate finance concepts
• Experience partnering with GTM and Finance leadership on headcount and capacity planning
• Previous logistics, supply chain, or commerce/e-commerce industry experience
• Experience building out employer branding or talent marketing initiatives