New

Lead Talent Acquisition Partner, GTM

Remote (United States)

About Tailscale 

Tailscale is making safe connection effortless by delivering software that makes it easy to securely interconnect people and their devices, no matter where they are. From hobbyists to multinational corporations, teams of every size use Tailscale each day to protect their networks, share access to internal tools, and more. We're building a future for the Internet that's easy, sensible, and safe, like it used to be. Founded in 2019 and fully distributed, we're backed by Accel, CRV, Insight, Heavybit, and Uncork Capital.

About the Role

We’re looking for an experienced Lead Talent Acquisition Partner to help scale Tailscale’s global Go-to-Market organization. This is a lead-level individual contributor role for a recruiter with deep GTM expertise, strong business acumen, and the ability to serve as a trusted advisor while delivering against complex and high-priority hiring needs.

You’ll partner closely with Talent Acquisition and GTM leadership to develop and execute recruiting strategies across Sales and other commercial functions. You’ll bring deep knowledge of GTM talent, market intelligence, and recruiting data to help shape hiring strategies, identify risks, and improve outcomes.

We’re looking for someone who understands how high-growth SaaS organizations build and evolve their commercial teams, particularly Sales, and can effectively advise and influence leaders while maintaining a high hiring bar and strong recruiting process.

Key Responsibilities

Lead GTM Recruiting Execution

  • Own full-cycle recruiting for complex and high-priority GTM searches, with a strong emphasis on Sales, from intake through offer.
  • Develop recruiting strategies aligned with business priorities, role requirements, talent availability, and market conditions.
  • Build strong pipelines across competitive markets and geographies, partnering with Sourcers on targeted talent strategies.
  • Manage multiple searches while delivering an exceptional candidate and hiring manager experience.

Serve as a GTM Talent SME

  • Bring deep expertise in GTM organizations, talent markets, and commercial hiring to recruiting and talent discussions.
  • Understand how different sales motions—including SMB, Mid-Market, Enterprise, Strategic, Channel, and international—shape talent profiles and recruiting strategies.
  • Provide actionable market intelligence, talent mapping, competitive insights, and candidate feedback to inform hiring decisions.
  • Advise leaders on talent availability, hiring challenges, and tradeoffs based on market conditions and business needs.

Partner with GTM Leadership

  • Build trusted relationships with GTM leaders and serve as a consultative advisor on hiring strategy, talent, and recruiting execution.
  • Partner with leaders to define candidate profiles, establish effective interview processes, and translate hiring priorities into actionable recruiting plans.
  • Contribute recruiting expertise to workforce and headcount planning in partnership with Talent Acquisition, Revenue Operations, Finance, and GTM leadership.
  • Challenge assumptions and create accountability around hiring expectations, timely decision-making, interview quality, and candidate experience.

Use Data & Market Intelligence

  • Bring expertise and comfort with recruiting data and market insights to identify pipeline trends, hiring risks, and opportunities to improve outcomes.
  • Provide leaders with actionable insights on pipeline health, conversion, talent availability, competitive activity, and search progress.
  • Recommend adjustments to profiles, locations, timelines, and recruiting strategies based on data and changing market conditions.
  • Partner with Talent Acquisition leadership and Operations to ensure recruiting data is accurate, actionable, and effectively used.

Partner Across Talent Acquisition

  • Collaborate with Talent Acquisition leadership, Operations, Sourcers, and fellow Partners to execute GTM recruiting priorities and support evolving business needs.
  • Share GTM market expertise, recruiting insights, and best practices across the Talent Acquisition team.
  • Contribute to recruiting initiatives, tools, and process improvements that strengthen hiring effectiveness and scalability.

What We Are Looking For

  • 8+ years of full-cycle recruiting experience, including significant GTM recruiting experience within high-growth SaaS, cloud, infrastructure, or technology companies.
  • Deep experience recruiting Sales talent across levels, segments, and geographies, with broader exposure to functions such as Customer Success, Solutions Engineering, Partnerships, Marketing, or Revenue Operations.
  • Strong understanding of SaaS sales organizations and GTM motions, including SMB, Mid-Market, Enterprise, Strategic, Channel, and international sales.
  • Proven ability to partner with senior business leaders as a trusted advisor, using strong judgment and consultative skills to influence decisions, challenge assumptions, and maintain accountability.
  • Strong business acumen and analytical skills, with the ability to use recruiting data and market intelligence to diagnose challenges, shape strategies, and connect recruiting activity to business goals.
  • Strong sourcing, candidate assessment, interviewing, negotiation, closing, and communication skills.
  • Ability to operate independently on complex hiring needs while collaborating effectively with Talent Acquisition leadership and cross-functional partners.

Nice to Have

  • Experience helping scale a global Sales organization through a significant stage of company growth.
  • Experience recruiting globally across North America, EMEA, and/or APAC and across multiple sales motions, segments, and customer types.
  • Experience partnering with Revenue Operations on headcount, capacity, territory, or workforce planning.
  • Comfort navigating ambiguity and evolving priorities in a high-growth environment.
  • A track record of being viewed by senior hiring leaders as a trusted recruiting advisor who improves both hiring decisions and recruiting execution.

As a company, we strive to maintain fair and equitable compensation practices within our team across all roles and all levels. Tailscale's compensation package includes base salary, equity, and comprehensive benefits. The salary range displayed on each job posting represents the target range for a new hire's base salary. Individual offers may vary based on experience and skill set.

US Pay Range

$157,000 - $190,000 USD

Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic!

What We Offer

  • An inclusive, flexible environment where you can be your authentic self. We recognize the impact of diverse voices and backgrounds on the growth of our people, product, and company. And that flexibility in how and when you work empowers our team to integrate work and life.
  • A competitive total compensation package. This includes a base salary, an equity incentive plan and variable commission (for quota-based roles).
  • Comprehensive group benefits with no waiting period. Take advantage of coverage for health, vision, dental, and more for you and your family!
  • Remote first company—most of our teams work fully remotely. Enjoy a change of scenery wherever you can get wifi, participate in virtual and in-person social events, and leverage our corporate co-working program to visit WeWork (or other similar spaces near you). Some roles require in-office collaboration depending on team needs, which will be clearly noted in the job description.
  • Employer-funded retirement contributions. Tailscale will match your retirement contributions dollar-for-dollar, up to a maximum annual employer contribution equal to 0.75% of your eligible compensation.
  • Connect with other Tailscalars IRL. Attend our annual company retreat, participate in team off-sites, and collaborate in person with teammates across Canada, the United States, the United Kingdom, and Singapore. We support intentional in-person connection through team travel and distributed collaboration.
  • Support for your personal and professional development. Grow your career thoughtfully with $1500 USD annually for professional development, or take advantage of mentorship, coaching, and internal promotion opportunities. 
  • Paid time off and a healthy work-life integration. Our flexible, paid time off program supports you for any situation life throws your way, whether moving homes or travelling the world! 
  • A build-your-own home office setup. You choose your own company-owned laptop (Mac or PC), receive a monthly home internet reimbursement, and $500 USD to customize your workstation to make it your own. 
  • Paid parental leave program. We care about your life outside of work and encourage new parents to take advantage of parental leave top-ups (20 weeks for birthing parents, 16 weeks for non-birthing parents).

Tailscale is committed to providing an accessible and inclusive hiring process. If you require an accommodation at any stage of the recruitment process or related to any aspect of this role, please contact your recruiter.

Our hiring process uses AI-assisted tools to help screen and assess candidates. All hiring decisions are made by people.

Please be aware that legitimate emails from Tailscale's talent team will only originate from @tailscale.com, @greenhouse.io, and @interviews.modernloop.io email addresses. For more information about protecting yourself from impersonators and scams, please visit https://tailscale.com/scam-awareness.

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...

Please note, you must reside in the United States to be considered for this position. We are not currently providing relocation support for this role. If you intended to apply for employment in another country where we are hiring, please return to our careers page and apply to the correct country’s job post for this role.

Select...

Please note, you must legally be able to work in the United States to be considered for this position. We are not currently able to provide immigration support for this role. If you intended to apply for employment in another country where we are hiring, please return to our careers page and apply to the correct country’s job post for this role.

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 Tailscale’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 07/31/2029

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.