Back to jobs

Sales Recruiter

New York, NY

ABOUT RETOOL

Nearly every company in the world runs on custom software: Gartner estimates that up to 50% of all code is written for internal use. This is the operational software for refunding orders, underwriting loans, onboarding employees, analyzing transactions, and providing customer support. But most companies don’t have adequate resources to properly invest in these tools, leading to a lot of old and clunky internal software or, even worse, users still stuck in manual and spreadsheet flows. 

At Retool, we’re on a mission to bring good software to everyone. We’re building a new type of development platform that combines the benefits of traditional software development with a drag-and-drop UI editor and AI, making it dramatically faster to build internal tools. We believe that the future of software development lies in abstracting away the tedious and repetitive tasks developers waste time on, while creating reusable components that act as a force multiplier for future developers and projects. The result is not just productivity, but good software by default. And that’s a mission worth striving for. 

Today, our customers span from small startups building their first operational tools to Fortune 500 companies building mission-critical apps for thousands of users across their business. Interested in joining us? Let us know! 

Why we're looking for you
We’ve built an incredible foundational sales team who has brought Retool to thousands of customers. But we’re not done—next year (and the year after that!) we have incredibly aggressive goals we’ll achieve only if we can hire best-in-class account executives and supporting sales functions. That’s where you come in. We’re looking for an excellent sales recruiter to dive in as we scale our sales team. You’ll have a seat at the table in determining our processes and how we grow and you’ll have incredible partners to work with.
 
What you'll do
You’ll bring best practices to sales hiring processes and iterate on what’s working (and what’s not). We’ll look to you to partner with hiring managers by leading the full-cycle recruiting process, managing candidate process, and closing candidates. You’ll learn how to sell Retool and then you’ll share the story and vision of Retool with your candidates.
 
You’ll be responsible for hiring across a variety of roles, from account executives to sales engineers to technical account managers. You’ll leverage metrics to make decisions for each pipeline and you’ll proactively surface issues and risks to your hiring partners.
 
Beyond pipeline management, you’ll serve as a strategic business partner to your hiring managers, some of whom are experienced in hiring and others who are new to the charge. You’ll make recommendations, serve as a thought partner as they consider how to grow their organizations, and ultimately put plans in place to deliver on the sales org’s vision and plan. 
 
You’ll also help us grow the team. With our hefty sales goals, we’ll need to bring on additional sales recruiters (we don’t expect you to do it all).
 
Who you'll work with
The talent team at Retool is small but extremely impactful. Recruiting has historically been a team sport, and we're proud of the recruiting-forward organization we've built. You’ll partner with the team to set goals, ensure a stellar candidate experience, and achieve our aggressive hiring targets. 
 
We’re a diverse bunch with a variety of backgrounds: some of us come from industries unrelated to tech and others have grown up on a steady diet of Bay-area companies. We’re a slightly sarcastic, dedicated, and hard-working group (who also loves plants and GIFS) and we’re looking to add folks to help us expand our culture. If this sounds like you, we’d love to hear from you!
 
WHAT YOU'LL DO: 
  • Learn how to use Greenhouse, our applicant tracking system, to successfully move candidates through our pipeline and ensure data cleanliness and accuracy. 
  • Own the full-cycle recruiting process, from our first touchpoint with candidates to closing them in partnership with our head of engineering, engineers, and peers.
  • Leverage your metrics to inform your activity needs, which we'll look to you to interpret and present (and manage to).
  • Learn our sourcing profiles and refine them as needed, all with the intent of hiring the best and sales, success, and other G&A folks from a variety of backgrounds.
  • Contribute to Retool's mission to build a diverse and performant company.
  • Drive hiring decisions with your hiring managers. You’ll act as a sounding board and guide through our candidate debriefs post onsites and help the hiring team make a final decision.
  • Kickoff new-to-the-business roles, primarily within sales and success. You'll own the kickoff process and agree on deliverables with hiring managers, interviewers, and so forth. You may occasionally step in to support the growing org by taking on the occasional role outside of technical hiring.
  • Partner with your engineering team to identify non-traditional ways to reach out to and attract candidates. 
  • Design and deploy new programs, relationships with external organizations, and track their progress.
  • Help interview and hire Retool’s next recruiting hire.

THE SKILLSET YOU'LL BRING: 

  • 3+ years experience in full-cycle recruiting on the sales/go-to-market side
  • At least 1 year experience in recruiting within a startup
  • Past success in closing candidates
  • Demonstrated understanding of recruiting metrics, conversions, and a constant desire to improve how we operate
  • Past experience in working with multiple hiring managers
  • A genuine interest in diversity and inclusion that you imbed into your recruiting practices
  • Excellent written and verbal communication skills
  • A business-first attitude
  • A desire to be a foundational team member and build a world-class team

For candidates based in New York, the pay range(s) for this role is listed below and represents base salary range for non-commissionable roles or on-target earnings (OTE) for commissionable roles. This salary range may be inclusive of several career levels at Retool and will be narrowed during the interview process based on a number of factors such as (but not limited to), scope and responsibilities, the candidate’s experience and qualifications, and location. 

Additional compensation in the form(s) of equity, and/or commission/bonuses are dependent on the position offered. Retool provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.

New York

$111,800 - $142,100 USD

Retool offers generous benefits to all employees and hybrid work location. For more information, please visit the benefits and perks section of our careers page!

Retool is currently set up to employ all roles in the US and specific roles in the UK. To find roles that can be employed in the UK, please refer to our careers page and review the indicated locations.

Apply for this job

*

indicates a required field

Resume/CV

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf


Select...

U.S. Standard Demographic Questions

We invite applicants to share their demographic background. If you choose to complete this survey, your responses may be used to identify areas of improvement in our hiring process.
Select...
Select...
Select...
Select...
Select...
Select...

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Retool’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.