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Salary: USD 95,000 - 120,000 / annual
MISUMI Americas, a division of MISUMI Group, is a leading provider of standard, configurable, and custom manufacturing solutions. The company integrates a vast catalog of components with a digital manufacturing platform to serve engineers and procurement teams across the Americas.
You will own full-cycle sales recruiting for the U.S., reporting to the Global Talent Acquisition Manager. This is a strategic role where you'll partner with hiring managers before roles are even fully defined, turning vague headcount requests into sharp candidate profiles and building real pipelines against them.
Key responsibilities include:
- Own full-cycle recruiting for sales roles from individual contributor through senior management, including sourcing, screening, interview coordination, stakeholder alignment, and offer negotiation
- Build talent maps and source proactively using LinkedIn Recruiter, job boards, referrals, and tailored outreach strategies
- Lead intake meetings that shape the search, define candidate profiles, advise hiring managers on flexibility, and maintain alignment throughout the process
- Keep pipelines warm ahead of need through ongoing outreach and relationship-building
- Own the candidate journey from first outreach through onboarding, representing the company authentically
- Track and act on recruiting metrics (time-to-fill, pipeline health, conversion rates, source effectiveness) to drive process improvements
- Identify and fix friction in interview processes and workflows to maintain speed without compromising quality
- Partner cross-functionally with People Operations and leadership on hiring priorities and workforce planning
- Contribute to the company's Quality Management System (QMS)
The role is remote (U.S.) with 0–10% travel expectations.
REQUIREMENTS:
- Minimum 5–7 years of full-cycle sales recruiting or talent acquisition experience
- Track record in fast-paced, high-growth, or startup environments preferred
- Proven ability to manage multiple diverse requisitions simultaneously without one function's hiring stalling
- Proficiency with Greenhouse ATS or comparable system, including structured interview processes and reporting
- Strong hands-on expertise with LinkedIn Recruiter and other sourcing tools
- Working knowledge of U.S. talent markets, compensation trends, and hiring norms across sales functions
- Fluency with AI tools in recruiting workflows (sourcing, screening, outreach drafting, pipeline insights) with judgment about when to apply automation vs. human judgment
- Strong stakeholder management skills; ability to influence hiring manager decisions based on data
- Candidate-first mindset with inclusive processes as default
- Organizational ability to juggle competing searches
- Analytical approach to data-driven decision-making
- Adaptability and genuine enthusiasm for variety
