Senior Sales Recruiter – National Security
Blockchain intelligence company providing tools to detect, investigate, and manage crypto-related fraud, financial crime, and compliance for institutions and government agencies.
Maintainer signals as of 9/2/2026
Funding history
Investors
About TRM Labs
TRM Labs provides blockchain intelligence for investigations and compliance, offering products such as forensics, wallet screening, entity screening, transaction monitoring, and APIs. It serves financial institutions, crypto businesses, and public sector agencies to trace funds, assess risk, and build cases across digital assets.
Skills
Candidate Availability
Required and preferred rules are kept separate and reflect the wording in the original posting.
About the Role
Own recruiting for specialized security-cleared sales and non-sales roles, operate recruiting as a sales funnel, develop targeted outreach, partner with hiring managers, and optimize recruiting performance using pipeline metrics and conversion data.
Requirements
- 7+ years recruiting for cleared National Security sales roles.
- Active network of cleared talent.
- Success filling hard-to-close roles through outbound sourcing and persistent follow-up.
- Strong command of pipeline metrics and conversion data.
- Comfort operating in a quota-like environment.
- Highly persuasive communication and stakeholder influence.
- Grit, resilience, and a closing mindset.
Responsibilities
- Build and own a high-velocity talent pipeline.
- Run recruiting from sourcing through offer close.
- Act as the primary closer for security-cleared candidates.
- Develop targeted outreach campaigns for passive talent.
- Partner with hiring managers on priorities and hiring strategy.
- Optimize recruiting performance using data and metrics.
Benefits
- Equity plan eligibility
- Remote work
Hiring Process
Within 72 hours, schedule intake, open the ATS position, post the description, design the interview process, and configure the interview plan. Within the first week, conduct 5–10 recruiter screens and the first hiring-team calibration sync. Two weeks after initial interviews, analyze pass rates and conversions, share recommendations, and continue optimizing until filled.
