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Salary: USD 110,000 - 135,000 / annual
InstaLILY is an AI products and infrastructure company building Lily™, the world's first AI Forward Deployed Engineer that learns how businesses work, builds needed software, and goes live in days. The company has raised nearly $100 million and serves leading companies across construction, industrial distribution, logistics, healthcare, and other operationally intensive industries. Revenue has grown 5x over the past year, with Lily driving over $200M in new annual sales for a single customer.
You will own end-to-end GTM and Sales hiring at InstaLILY. This is the first in-house recruiting role dedicated to sales, so you will build the sourcing approach, screening criteria, interview loops, and reporting as you run it. You will run searches for account executives, account managers, and first-line sales managers from intake through offer across New York, San Francisco, Toronto, and London.
As an individual contributor with no team reporting to you, you will handle all aspects of recruiting yourself: building candidate lists, writing outreach, running screens, and managing scheduling. You will work closely with sales leadership to define success criteria for each role and be the first person to assess every candidate. You will report to the Talent Acquisition Lead.
Key responsibilities include full-cycle recruiting for mid-to-senior Sales, Growth, Customer Success, and Operations roles; proactive sourcing of passive GTM candidates via LinkedIn, direct outreach, and industry networks; alignment with hiring managers on role profiles and hiring bars; building and maintaining interview scorecards and loops; maintaining accurate pipeline data in Greenhouse and reporting on time-to-fill, velocity, and offer acceptance; and ensuring strong candidate experience throughout the process.
The role requires 5+ years of full-cycle recruiting with at least three years hiring quota-carrying sellers at high-growth companies. You must have experience managing multiple sales searches simultaneously while maintaining hiring standards, strong sourcing skills including building your own lists and writing effective outreach, and a clear perspective on what separates good sellers from great ones in outbound-heavy sales motions. You should be hands-on, preferring to automate repetitive steps rather than add headcount; comfortable operating without a playbook and building one as you go; have a builder's instinct with ability to document processes for others; communicate clearly and structurally in writing and conversation with candidates and executives; be AI-native and use AI seriously in your own work; and be available in-person 5 days per week in the New York office.
Requirements:
- 5+ years of full-cycle recruiting
- At least 3 years hiring quota-carrying sellers at high-growth companies
- Experience managing multiple sales searches at volume without lowering hiring standards
- Strong sourcing skills: build lists, write outreach that gets replies, run searches independently
- Clear perspective on sales talent differentiation in outbound-heavy motions
- Hands-on approach; preference for automation over headcount
- Comfort with ambiguity and ability to build processes from scratch
- Builder's instinct with documentation and mentoring experience
- Clear and structured communication skills
- AI-native mindset and serious use of AI in recruiting work
- In-person availability: 5 days/week in New York office
