[All remote jobs](https://jobicy.com/jobs.md)[![Samsara logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/dd26f5ca-221.jpg)](https://jobicy.com/company/samsara.md)[Samsara](https://jobicy.com/company/samsara.md) # Senior Sales Recruiter AI Summary Samsara is hiring a Senior Sales Recruiter to build pipelines for Account Executive roles across the UK and other EMEA markets. The recruiter will independently source, engage, assess, and close high-performing SaaS sales talent using tools such as HireEZ, Juicebox, and LinkedIn Recruiter. The role requires ownership of funnel metrics, talent mapping, structured sales assessments, and strategic partnership with sales leadership. Strong candidates bring both agency recruiting discipline and in-house SaaS GTM recruiting experience, including successful hiring in the UK and another European market.[Apply for this job](#job-application)[View company](https://jobicy.com/company/samsara.md)ShareRemote from[UK](https://jobicy.com/job-region/uk.md)SalaryUndisclosedDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceDirectorPublished6 Nov 2026Apply before6 Dec 2026Listing views51Application actions1Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. Opportunity details ## About this role. Who we are Samsara (NYSE: IOT) is the pioneer of the Connected Operations™ Cloud, which is a platform that enables organizations that depend on physical operations to harness Internet of Things (IoT) data to develop actionable insights and improve their operations. At Samsara, we are helping improve the safety, efficiency and sustainability of the physical operations that power our global economy. Representing more than 40% of global GDP, these industries are the infrastructure of our planet, including agriculture, construction, field services, transportation, and manufacturing — and we are excited to help digitally transform their operations at scale. Working at Samsara means you’ll help define the future of physical operations and be on a team that’s shaping an exciting array of product solutions, including Video-Based Safety, Vehicle Telematics, Apps and Driver Workflows, and Equipment Monitoring. As part of a recently public company, you’ll have the autonomy and support to make an impact as we build for the long term. ### About the Role: Let’s be honest: 2026 is a strange time to be in Talent Acquisition. Most recruiters are currently looking at their own internal dashboards with a sense of unease. They’re seeing the pivots, the shrinking req loads, and the ‘doing more with less’ memos. If you’re currently at a startup that’s struggling to find its footing, or a business where the hiring bar has dropped just to fill seats, you know exactly how fragile that ‘growth’ story feels. Samsara is the exception. We are a fortress in a volatile market. We are a $2B ARR, NYSE-listed powerhouse that sells essential technology to the physical operations powering the global economy. And we aren’t just stable—we’re expanding. Our UK Mid-Market team grew 70% year-over-year last year, and we need the talent engine to match that velocity. We aren’t looking for someone to manage inbounds; we’re looking for a recruiter who wants to move from a shaky seat into a high-conviction, high-growth environment where the fundamentals actually make sense. ### The Challenge: * Self-Sourced: You own your destiny. You will be expected to find, engage, and convert your own pipeline using best-in-class tools like HireEZ, Juicebox, and LinkedIn Recruiter. * The High Talent Bar: We aren’t looking for CV pushers. You will be expected to act as a rigorous gatekeeper, ensuring that only the top 1% of gritty, A player sales hunters make it into our process. * Technical Assessment: You aren’t checking vibes. You will be conducting deep-dive sales assessments, evaluating discovery mechanics, and ensuring every candidate has a structured methodology for success. ### In this role, you will: * Execute & Deliver: Your mission is to fuel the Sales Account Executive engine. You will deliver high-quality, targeted pipelines at pace across EMEA, including the UK, France, Germany, and the Netherlands. * Own the Data: You are the CEO of your funnel. You will have total ownership of your response rates, passthrough rates, and talent market mapping. We make decisions based on data, not gut feel. * Partner with Sales Heavyweights: Work directly with our Sales VP and GTM leaders to align on hiring strategies that move the needle. You are a consultant, not an order-taker. * Master the Craft of Strategic Talent Acquisition: We hire for execution but develop for mastery. You will be mentored by some of the most sophisticated talent leaders in SaaS, learning how to move beyond execution to becoming a strategic talent partner who can influence the trajectory of an entire region. ### Strong Backgrounds successful in this role: * The Agency Foundation: You started your career in a fast-paced recruiting agency. You still have that hunter DNA and the resilience to handle a relentless quarterly pace. * In-House Impact: In-house SaaS sales recruiting experience within a high-talent bar GTM organisation. You’ve proven you can translate agency grit into internal success. * EMEA Experience: You’ve successfully closed reqs in the UK and at least one other European market. * Technical Acumen: You can speak the language of sales. You know the difference between an order-taker and a territory owner. You have experience hiring for a scaling playbook environment and understand how to identify the elite within this market from the B players. ### The Ideal Candidate is: * Foundational Mastery: The goal is to bridge the gap between execution and influence. You are here to build the bulletproof foundations of an exceptional recruiter—learning how to own a region, influence high-level stakeholders, and use data as a weapon. * Focused & Structured: You understand that structuring your inputs—sourcing volume, message personalization, and rigorous screening—is the only way to get consistent output. * Data-Minded: You study your own conversion rates and market talent availability to stay ahead of hiring needs. * Continuous Process Iteration: You possess a relentless drive for self-improvement. You iterate on your outreach and your screening questions based on what the data tells you. ### What’s in it for you? * Build the Foundation for Leadership: We believe leadership is a set of skills, not just a job title. In this role, you will develop the data literacy to lead a boardroom with metrics, the strategic insight to advise VPs on market conditions, and the technical acumen to assess elite GTM talent. * Elite Exposure: You will be exposed to a broad range of international roles and learn from some of the best sales and recruiting leaders in the industry. * The Fortress Stability: NYSE-listed, GAAP profitable, and essential to the global economy. We are building for the long term, which means your career development here is backed by real revenue, not just a VC’s hopes. Total Rewards At Samsara, we build for the people who keep the global economy moving. We want owners, not passengers, which is why [our rewards](https://www.samsara.com/company/careers/benefits) are designed to fuel high-impact builders. Our compensation program delivers above-market total compensation through a combination of base salary, performance-based bonus/variable pay, and equity (for eligible roles) in a high-growth public company. We meaningfully differentiate pay for our top performers, who have the opportunity to earn above-market compensation that can outpace the broader market over time. Beyond compensation, we provide the foundations that enable long-term success: a flexible, employee-led remote model, a professional development stipend, comprehensive health and parental leave plans, and more. If you’re ready to build for the long term and own the outcome, your journey starts here. Flexible Working At Samsara, we embrace a flexible working model that caters to the diverse needs of our teams. Our offices are open for those who prefer to work in-person and we also support remote work where it aligns with our operational requirements. For certain positions, being close to one of our offices or within a specific geographic area is important to facilitate collaboration, access to resources, or alignment with our service regions. In these cases, the job description will clearly indicate any working location requirements. Our goal is to ensure that all members of our team can contribute effectively, whether they are working on-site, in a hybrid model, or fully remotely. All offers of employment are contingent upon an individual’s ability to secure and maintain the legal right to work at the company and in the specified work location, if applicable. Belonging at Samsara At Samsara, we welcome everyone regardless of their background. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender, gender identity, sexual orientation, protected veteran status, disability, age, and other characteristics protected by law. We depend on the unique approaches of our team members to help us solve complex problems and want to ensure that Samsara is a place where people from all backgrounds can make an impact. Accommodations Samsara is an inclusive work environment, and we are committed to ensuring equal opportunity in employment for qualified persons with disabilities. Please email [accessibleinterviewing@samsara.com](mailto:accessibleinterviewing@samsara.com) or [click here](https://forms.gle/DrM6DFQUiSgfPtCVA) if you require any reasonable accommodations throughout the recruiting process. Our Commitment to Authenticity We use [Tofu](https://hiretofu.com/privacyPolicy), a fraud detection tool, to validate the authenticity of applications and protect against identity fraud. This ensures we are connecting with real people and allows us to prioritize genuine candidates. Please see Samsara’s [Candidate Privacy Notice](https://www.samsara.com/legal/candidate-privacy-notice) for more information. Fraudulent Employment Offers Samsara is aware of scams involving fake job interviews and offers. Please know we do not charge fees to applicants at any stage of the hiring process. Official communication about your application will only come from emails ending in @samsara.com, @us-greenhouse-mail.io or @mail3.guide.co. For more information regarding fraudulent employment offers, please visit our [blog post here](https://samsara.com/blog/avoiding-fake-job-offers). Show more [Apply now >](https://jobicy.com/jobs/159447-senior-sales-recruiter.md) > Annual salary information is not provided for this position. Explore salary ranges for similar roles in our [Salary Directory ›](https://jobicy.com/salaries.md) * ![Upload CV](data:image/svg+xml;base64,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) ### Upload your resume now To unlock remote work opportunities and be discovered by global employers. This job listing has been manually reviewed by the Jobicy Trust & Safety Team for compliance with our posting guidelines, including verification of the company's legitimacy, accuracy of job details, clarity of remote work policy, and absence of misleading or fraudulent content. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 4/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThis is a high-volume, high-accountability recruiting role with a demanding quality bar for sales talent across multiple European markets. Success depends on independent sourcing, rigorous evaluation of sales capability, and credible influence with senior GTM stakeholders. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$90,000US market range (per year)$75k–$110k0$121.00k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. No employer salary range is disclosed. Estimated annual market compensation for a senior SaaS sales recruiter is USD 75,000–110,000, with an estimated midpoint of USD 90,000; this is an AI estimate, not employer-provided compensation. ## Core skills Skills and capabilities most closely associated with this opportunity. [Sales recruiting](https://jobicy.com/jobs?search_keywords=Sales%20recruiting.md)[Talent sourcing](https://jobicy.com/jobs?search_keywords=Talent%20sourcing.md)[Candidate engagement](https://jobicy.com/jobs?search_keywords=Candidate%20engagement.md)[LinkedIn Recruiter](https://jobicy.com/jobs?search_keywords=LinkedIn%20Recruiter.md)[HireEZ](https://jobicy.com/jobs?search_keywords=HireEZ.md)[Juicebox](https://jobicy.com/jobs?search_keywords=Juicebox.md)[SaaS recruitment](https://jobicy.com/jobs?search_keywords=SaaS%20recruitment.md)[GTM hiring](https://jobicy.com/jobs?search_keywords=GTM%20hiring.md)[Sales assessment](https://jobicy.com/jobs?search_keywords=Sales%20assessment.md)[Talent market mapping](https://jobicy.com/jobs?search_keywords=Talent%20market%20mapping.md)[Recruiting analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20analytics.md)[Stakeholder management](https://jobicy.com/jobs?search_keywords=Stakeholder%20management.md)[Pipeline management](https://jobicy.com/jobs?search_keywords=Pipeline%20management.md) Sample interview questionsHow would you build a pipeline for a difficult UK mid-market Account Executive search?I would begin with an intake that defines the sales motion, segment, territory ownership, quota context, and non-negotiable competencies. I would map comparable SaaS companies and target profiles, create personalized outreach sequences, and monitor response and conversion rates to refine the search weekly. How do you distinguish a true sales hunter from an order-taker during screening? I use structured questions to understand how the candidate generated pipeline, approached territory planning, handled discovery, and influenced complex buying groups. I look for specific examples with metrics, clear ownership, repeatable methodology, and evidence that they created opportunities rather than relying primarily on inbound demand. Which recruiting funnel metrics would you use to improve hiring outcomes? I would track sourcing volume, response rate, screen-to-interview conversion, onsite pass-through, offer acceptance, time to slate, and source quality. I would segment the data by market and source channel so that changes to messaging, targeting, or qualification criteria are evidence-based. Describe how you would advise a sales VP whose expectations do not match the available talent market. I would bring a concise market view based on talent mapping, compensation signals, candidate feedback, and funnel data. I would recommend practical trade-offs, such as refining the profile, expanding target companies, adjusting geographic scope, or revisiting the hiring timeline, while preserving the core performance bar. How would you adapt your recruitment approach across the UK, France, Germany, and the Netherlands? I would tailor sourcing channels, outreach style, language expectations, candidate motivations, and compensation conversations to each market. I would also align closely with local hiring leaders and use market-specific funnel data to identify where the process or value proposition needs adjustment. Next step ## Apply now. Follow the employer’s application method and review Jobicy’s safety guidance before sharing personal information. 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