Safe Software is looking for a Senior Talent Acquisition Specialist, Go-To-Market to join our Human Resources team. In this role, you will own full-cycle recruitment for our revenue-facing organization: quota-carrying Sales and Sales Leadership, Marketing, Customer Success, Partnerships and Channel, Solutions and Sales Engineering, and Revenue Operations. You will build proactive pipelines in competitive GTM talent markets, act as a trusted advisor to revenue leaders, and elevate the candidate experience at every stage. While GTM hiring is your primary focus, you may also support hiring across other parts of the business as priorities shift.

Your work will directly influence Safe’s growth by bringing in resilient, high-performing commercial talent who thrive in our dynamic, customer-obsessed environment.

About The Team

As part of the Talent Acquisition team, you’ll join a collaborative group of recruiters and HR professionals who partner closely with hiring managers, business leaders, and the larger Human Resources team. In this role, you will work day-to-day with our GTM leadership, including Sales, Marketing, Customer Success, and Partnerships, to deeply understand revenue targets, territory plans, and headcount needs, and translate them into hiring plans that land.

The Talent Acquisition team is responsible for sourcing top talent, managing the hiring process end-to-end, implementing assessment tools, and continuously improving our recruitment practices for scalability and global growth.

What You’ll Be Doing

As a Senior Talent Acquisition Specialist, Go-To-Market, you will:

• Own full-cycle recruitment for GTM roles, from intake to offer close, across Sales (AE, AM, SDR), Sales Leadership, Marketing, Customer Success, Partnerships and Channel, Solutions and Sales Engineering, and Revenue Operations.

• Develop and execute proactive sourcing strategies for competitive commercial talent markets across Canada and the US, including passive outreach to top performers who aren’t actively looking.

• Partner closely with revenue leaders to understand territory and quota plans, define role scorecards, refine job descriptions, and build hiring strategies that match the pace of the business.

• Build and nurture evergreen talent pipelines and talent maps for repeatable GTM roles and for hard-to-fill specialist and leadership hires.

• Leverage LinkedIn Recruiter, Ashby, our ATS system, job boards, social sourcing, referrals, industry events, and competitive market intelligence to identify high-quality commercial candidates.