Sr GTM Recruiter

LiveRamp is shaping the future of responsible data collaboration between the world’s leading brands, retailers, financial services providers, and healthcare innovators. As consumers embrace new AI-driven experiences, the LiveRamp data collaboration network exponentially expands the breadth and accuracy of the data on which marketing AI capabilities operate, powering deeper customer insight and measurable performance on a global scale. LiveRamp is headquartered in San Francisco, California, with offices worldwide. Learn more at LiveRamp.com.


The Sr Talent Acquisition Partner, Commercial is a senior individual contributor responsible for leading recruiting strategy and execution across Commercial functions, including Sales, Customer Success, and related business roles.


This role serves as a strategic advisor to hiring leaders, manages the workforce planning cadence for Commercial hiring, and drives recruiting process improvements that support business growth. The role partners closely with Finance, HR Business Partners, and Talent Operations to align hiring activity with approved headcount plans and organizational priorities.


This role operates as a senior expert within the Talent Acquisition team and acts as a lead resource for Commercial recruiting. The role influences hiring outcomes through strategic partnership with business leaders and through improvements to recruiting processes and practices.


Key Responsibilities
Commercial Recruiting Strategy & Execution

• Own full-cycle recruiting for Commercial roles including Sales, Customer Success, and related business functions.
• Develop recruiting strategies to attract high-quality candidates for revenue-generating roles.
• Partner with hiring managers to define candidate profiles, interview processes, and evaluation criteria.
• Manage a high requisition load while maintaining strong hiring outcomes and candidate experience.
• Provide insights on talent market conditions, candidate availability, and competitive hiring practices.

Stakeholder Partnership

• Serve as a trusted advisor to commercial leaders on hiring strategy and recruiting best practices.
• Lead the workforce planning cadence for the Commercial organization in partnership with Sales leadership and Finance.
• Track hiring progress against approved headcount plans and identify hiring risks.
• Provide hiring insights related to pipeline health, candidate availability, and hiring velocity.
• Align hiring timelines with organizational priorities and revenue ramp expectations.
• Identify hiring risks and proactively recommend adjustments to recruiting strategies.

Recruiting Process Improvement

• Identify opportunities to improve recruiting workflows within the Commercial recruiting function.
• Implement improvements to hiring processes that enhance efficiency and candidate experience.
• Use recruiting data and insights to inform hiring strategies and stakeholder decisions.

Mentorship & Team Collaboration

• Share recruiting best practices and insights with peers.
• Partner cross-functionally with Finance, Sales Enablement, HR Business Partners, and Talent Operations to support hiring goals.
• Serve as a trusted advisor to hiring leaders navigating complex or sensitive hiring decisions.

Qualifications

• Significant experience recruiting for sales, customer success, or other commercial roles.
• Demonstrated success managing high-volume or complex hiring pipelines.
• Strong stakeholder management and advisory skills.
• Experience partnering with Finance or business leaders on hiring priorities.
• Ability to analyze recruiting metrics and translate insights into hiring recommendations.
• Excellent communication, organization, and relationship-building skills.

This is a Contract role with the ability to convert after 6 months. Approximate hourly base compensation range is $65 to $85/ hour. The actual offer, reflecting the total compensation package and benefits, will be determined by a number of factors including the applicant's experience, knowledge, skills, and abilities, geography, as well as internal equity among our team.
We use automated decision systems (ADS) as part of our recruitment and hiring process. If you require an accommodation or believe that the use of an ADS may create a barrier to your application or participation in the hiring process due to a disability or other protected characteristic, please let us know. We are committed to providing reasonable accommodations and ensuring an equitable hiring experience for all candidates.


To all recruitment agencies
: LiveRamp does not accept agency resumes. Please do not forward resumes to our jobs alias, LiveRamp employees or any other company location. LiveRamp is not responsible for any fees related to unsolicited resumes.