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Rogo is a generative AI platform transforming financial services by empowering professionals at top investment banks, private equity funds, and investment firms. The company has achieved product-market fit with a rapidly growing global client base and backing from world-class investors.
You will own strategic full-cycle recruiting for Rogo's GTM organization, focusing on sales leadership and Account Executive roles across the U.S. As part of the founding San Francisco team, you'll partner directly with GTM leaders to build their teams and establish Rogo's market presence.
Key responsibilities include:
- Run full-cycle recruiting for sales leadership and AE roles, partnering with hiring managers to define role scope, success profiles, and interview plans
- Drive searches with urgency and rigor, building pipelines in competitive markets
- Work closely with SF-based leaders to translate growth plans into exceptional hires and help stand up the office as a founding team member
- Map target markets and develop pipelines of high-performing sales leaders and AEs; engage passive candidates through thoughtful outreach
- Advise GTM leadership by translating growth plans into hiring priorities, bringing market insights to compensation and talent decisions
- Assess candidates' track records and sales experience; equip interviewers for consistent evaluation and own offer strategy and closing
- Improve hiring processes using Ashby and pipeline data to surface gaps, remove bottlenecks, and build repeatable sourcing and assessment practices
- Deliver a high-quality candidate experience and raise the bar for how Rogo hires
You'll thrive in a fast-paced, high-intensity environment with real ownership and autonomy. The role demands strong judgment, commercial fluency, and the ability to influence senior leaders on hiring decisions.
REQUIREMENTS:
- 5+ years of full-cycle recruiting experience with a strong track record hiring sales leaders and enterprise Account Executives
- Experience recruiting for high-growth technology companies in competitive talent markets
- Strong sourcing skills and ability to engage and close exceptional passive candidates
- Credibility with senior leaders and judgment to influence hiring decisions
- Commercial fluency: understanding of sales motions, segments, territories, and what distinguishes top performers
- High ownership mentality and ability to bring structure to ambiguous searches
- Clear, compelling communication and strong relationship-building skills
- Disciplined, data-informed approach to managing multiple concurrent searches
- Excitement about building an office and team from the ground up
