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 8/29/2026
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 highly specialized, security-cleared Sales and non-Sales roles using a sales-funnel approach. Build talent pipelines, engage passive candidates, close difficult searches, optimize recruiting performance with data, and support TRM Labs' National Security mission.
Requirements
- 5+ years recruiting for cleared National Security Sales roles and an active cleared-talent network
- Success filling difficult roles through outbound sourcing, tailored messaging, and persistent follow-up
- Strong command of pipeline metrics and conversion data
- Comfort operating in a quota-like environment while managing multiple searches
- Persuasive communication skills and the ability to influence senior candidates and hiring leaders
- Grit, resilience, and a closing mindset
Responsibilities
- Build and own a high-velocity talent pipeline for priority cleared roles
- Run recruiting from sourcing through close with a focus on conversion, speed, and quality
- Act as the primary closer for hard-to-hire security-cleared candidates
- Develop targeted outreach campaigns using market intelligence and personalized messaging
- Partner with hiring managers on priorities, tradeoffs, and hiring strategy
- Optimize recruiting performance using data and feedback
Hiring Process
Within 72 hours, schedule the intake meeting, open the position in the ATS, 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 refining the search until filled.