Job Description
About the Role
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TideRock is a lower middle market private equity firm supporting hiring across our firm and 20+ portfolio companies. We're adding a recruiter to our internal team who brings strong business acumen and can operate as a true utility player — someone who thinks like a business partner first and a recruiter second. This person will carry meaningful ownership of go-to-market hiring (sales, marketing, Revenue Operations, business development) across our portfolio, while also flexing into finance, legal, operations, and supply chain searches as needs arise across our companies.
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We're less focused on a narrow specialization and more focused on finding someone versatile, sharp, and business-minded — someone who can walk into a conversation with a CEO or CRO and hold their own, then pivot the next day to a different function entirely.
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What Makes This Role Different
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This is a fully in-house role at TideRock — you'd be joining our internal talent team, not sitting at an agency desk. That means real ownership: you're building relationships directly with hiring managers and executives across our portfolio companies, not just filling reqs and moving on to the next client.
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You'll also get real variety — sales and GTM roles are a big focus, but you'll touch other functions too, and every portfolio company is a different business, different stage, different culture. If you like the idea of being a true business partner instead of a transactional recruiter, this is built for that.
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What You'll Do
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Own a Broad, Varied Recruiting Portfolio
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- Run full-cycle searches across a mix of functions — with a meaningful concentration in sales and go-to-market roles (AEs, sales leadership, Revenue Operations, business development) — alongside finance, legal, operations, and supply chain searches as they arise
- Lead intake calls with portfolio companies executives to define role scope, ideal candidate profile, comp banding, and success metrics before sourcing begins
- Build tailored sourcing strategies per search — boolean strings, target company lists, and channel mix — based on each portfolio company industry, stage, and function
- Manage candidate pipelines across multiple concurrent searches, keeping hiring managers updated without needing to be chased
- Own scheduling logistics, offer coordination, and reference checks through close
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Bring Real Business Acumen to Every Search
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- Evaluate candidates on substance, not just resume keywords — for GTM roles, that means quota history, deal size, and sales motion fit; for other functions, the equivalent operational signals
- Understand enough about each portfolio company’s business model, market, and stage to have a credible conversation with both hiring managers and candidates
- Translate business context into hiring criteria — not just what the job description says, but what the company actually needs to succeed
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Portfolio & Stakeholder Management
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- Serve as the go-to recruiting partner for active portfolio company searches at any given time, adjusting cadence and communication style to each hiring manager
- Calibrate quickly with executives across different functions and comfort levels with hiring
- Flag market realities early (comp misalignment, unrealistic requirements, thin candidate pools) rather than waiting for a search to stall
- Build long-term relationships with portfolio company leadership so they come back to you for the next hire rather than defaulting to an agency
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Market Intelligence & Pipeline Building
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- Maintain market maps across the functions you recruit for most — not just reactive sourcing when a req opens
- Track talent across portfolio companies and adjacent industries for future openings
- Build proactive relationships with strong candidates who aren't ready to move yet
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What You Bring
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- 5+ years of full-cycle recruiting experience, go-to-market recruiting experience required (sales, marketing, Revenue Operations, or business development), but we're equally interested in versatile generalists with sharp business judgment
- Comfort evaluating candidates on real signals specific to their function, not just keyword matching
- Ability to manage multiple concurrent searches across different functions in a fast-paced, high-volume environment
- Strong stakeholder management — comfortable advising executives, not just executing on their requests
- PE-backed or portfolio company recruiting experience a plus, not required
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Competitive compensation package with a base starting at $115,000 with added bonus potential.