Talent Acquisition Partner – GTM (Remote or Hybrid London)

SailPoint is seeking a Talent Acquisition Partner for its Go-To-Market (GTM) organization. This role involves proactive, targeted headhunting and continuous improvement of best-practice recruitment frameworks. The recruiter will support hiring across Sales, Sales Development, Solutions Engineering, Customer Success, and Marketing, partnering with leaders to align talent needs with business goals and execute strategies to identify, attract, assess, and hire top GTM talent using SailPoint's established processes.

Must Have

• Comfortable with proactive, targeted headhunting
• Support hiring across Go-To-Market organization (Sales, Sales Development/Digital Sales, Solutions Engineering, Customer Success, Marketing)
• Partner with leaders at all levels and build operational credibility
• Proactively align talent needs to business goals
• Execute recruiting strategies to identify, attract, assess, and hire top GTM talent
• Learn and implement SailPoint’s hiring processes and best practices
• Understand and apply the Performance Based Hiring Framework (PBH)
• Proficiency with recruiting tools including Workday, LinkedIn, Findem, and Calendly

Talent Acquisition Partner – GTM (Remote or Hybrid London)

About SailPoint:

SailPoint is the leader in identity security for the cloud enterprise. Our identity security solutions secure and enable thousands of companies worldwide, giving customers unmatched visibility across their digital workforce — ensuring the right identities have the right access at the right time: no more, no less.

Built on a foundation of AI and ML, SailPoint’s Identity Security Cloud Platform delivers access governance at the scale and speed modern cloud businesses demand. And as AI adoption accelerates, identity becomes even more critical: SailPoint helps organisations govern both human and non-human identities — including service accounts, bots, and increasingly agentic AI — so innovation can move fast without compromising security.

About our Sales / GTM Recruiter role:

We have an industry-leading TA team at SailPoint, with advanced processes for role definition, creating talent pools, targeted outreach, candidate evaluation and onboarding. We’re seeking a recruiter who is comfortable with a high degree of proactive, targeted headhunting and who is excited to adopt (and continuously improve) the best-practice framework we employ.

In this role, you’ll primarily support hiring across our Go-To-Market organisation (Sales, Sales Development/Digital Sales, Solutions Engineering, Customer Success, Marketing and related GTM functions as needed). Successful recruiters here focus on both the qualitative and quantitative elements of the job: do the right stuff, and do enough of it.

Typically, you will “own” responsibility for hiring within an assigned GTM area, while remaining adaptable to support other functional hiring as business priorities shift. You’ll partner with leaders at all levels, build operational credibility quickly, and proactively align talent needs to business goals. You’ll then execute recruiting strategies to identify, attract, assess, and hire top GTM talent using SailPoint’s established hiring processes.

Your path to success:

Within your first month:

• Focus heavily on learning SailPoint’s hiring processes.
• Embrace onboarding sessions with a clear plan for what you need to learn.
• Review our process flow/training guide (“Guardrails”) and complete all training videos.
• Build a working understanding of our primary recruiting processes and practices.
• Learn how to articulate our SWAT process to hiring managers and how to deploy it.
• Learn the Performance Based Hiring Framework (PBH) and begin developing PBH interview skills and SMART job spec intake skills.
• Learn how we use recruiting tools including Workday, LinkedIn, Findem and Calendly.
• Create and refine your own “SailPoint pitch” — our market position, GTM story, and EVP — tailored for candidate outreach.
• Learn our products, success stories, and differentiators, and get confident weaving these into candidate conversations (especially for GTM profiles).

By 2 months:

• Implement and improve upon what you learned in Month 1.
• Embrace the mentor opportunity via the SailPoint “Buddy” structure.
• Shadow your buddy and participate in intake sessions with GTM hiring managers; understand the nuance of SMART job descriptions and how this connects to the Early Impact Framework.
• Begin working on live GTM roles with buddy support.
• Create credible, high-converting outreach messaging and start sourcing against our GTM recruitment strategy.
• Source, screen, assess, submit candidates and schedule interviews with hiring managers; become competent using the Performance Based Hiring evaluation process.
• Work with your buddy to learn how to generate job offers and contracts.
• Continue building relationships and credibility with GTM hiring managers by participating in regular update meetings.
• By the end of Month 2, you should feel comfortable with the qualitative elements of the role and be progressing toward quantitative goals (outreach volume, screens, submittals, interview flow, etc.).

By 3 months:

• Independently support your assigned GTM hiring managers and requisitions.
• Continue refining objectives from Month 1 and Month 2.
• Keep learning and implementing SailPoint best practices by regularly reviewing “Recruiter Guardrails”.
• Build strong, trusted relationships with GTM hiring managers through regular update meetings.
• Be an advocate for the Performance Based Hiring Framework, ensuring hiring managers maintain adoption.
• Consistently achieve quantitative goals while maintaining a high bar on candidate quality and experience.

By 6 months:

• Review earlier objectives to ensure continued observance; revisit training where required.
• Continue to champion PBH, ensuring ongoing adoption by hiring managers.
• Continually refine your approach and be able to point to measurable improvements made during the previous quarter (pipeline health, speed, quality, process adherence, etc.).

By 12 months:

• Be a trusted partner to your assigned GTM leaders.
• Have received kudos/accolades from stakeholders and/or be able to point to specific, measurable impact in hiring cycles.
• Have a thorough understanding of GTM recruitment strategy, administration processes, and best practices.
• Be ready to buddy/mentor new recruiters.
• Continue developing your knowledge of SailPoint’s value proposition as it evolves — and confidently position it in the market to attract top GTM talent.

Education:

BS degree or equivalent experience.

SailPoint is an equal opportunity employer and we welcome all qualified candidates to apply to join our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other category protected by applicable law.

Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact applicationassistance@sailpoint.com or mail to 11120 Four Points Dr, Suite 100, Austin, TX 78726, to discuss reasonable accommodations. NOTE: Any unsolicited resumes sent by candidates or agencies to this email will not be considered for current openings at SailPoint.

About Us

SailPoint is a leading provider of identity security for the modern enterprise. Enterprise security starts and ends with identities and their access, yet the ability to manage and secure identities today has moved well beyond human capacity. Using a foundation of artificial intelligence and machine learning, the SailPoint Identity Security Platform delivers the right level of access to the right identities and resources at the right time—matching the scale, velocity, and environmental needs of today’s cloud-oriented enterprise. Our intelligent, autonomous, and integrated solutions put identity security at the core of digital business operations, enabling even the most complex organizations across the globe to build a security foundation capable of defending against today’s most pressing threats.

Equal Employment Opportunity Policy Statement

The employment policy of SailPoint is to provide equal opportunity to all persons, and it is SailPoint’s policy to take affirmative action to employ and advance in employment protected veterans and individuals with disabilities.

It is SailPoint’s policy to recruit, hire, train and promote qualified individuals in all job titles, and ensure that all other personnel actions are administered without regard to race, color, religion, national origin, sex, military and/or veteran status, disability, or other legally protected status, and we will ensure that all employment decisions are based only on valid job requirements. SailPoint does not discriminate on the basis of national origin or citizenship status as provided under the Immigration Reform and Control Act of 1986.

Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities:

• Filing a complaint;
• Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of Section 503, VEVRAA, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans;
• Opposing any act or practice made unlawful by Section 503, VEVRAA, or their implementing regulations in this part, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; or
• Exercising any other right protected by section 503, VEVRAA or their implementing regulations.

SailPoint will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.

SailPoint’s affirmative action program contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, determine whether protected veterans and individuals with disabilities had had the opportunity to participate in company-sponsored activities, measure our compliance with the program’s specific obligations, and document actions taken to comply with these obligations.