About the role
First, what we’re actually doing Suger helps revenue teams sell more effectively by simplifying the workflows required to buy and sell through cloud marketplaces. We make it easier for our customers to transact, manage, and grow deals across AWS, Azure, Google Cloud, Alibaba, Oracle and Snowflake, creating a smoother buying experience for their customers. We’ve grown quickly by becoming the end-to-end orchestration system for the fastest growing sales channel (B2B Cloud Marketplaces) leveraging AI and integrations with core systems. Today, we work with over 250 B2B customers, ranging from large enterprises like Snowflake and Intel to fast-growing startups like Glean and Vanta. Why This Role Exists We’re growing quickly, and hiring across GTM, Engineering, Product, and Operations is accelerating. This role exists because building great teams requires more than managing inbound applications. This is ideal for someone who thrives in startup environments, loves hunting for talent, and gets energized by convincing great candidates to take a chance on something ambitious. You'll work directly with founders and hiring managers to build teams across GTM, Operations, Customer Success, and Engineering. We're not looking for someone who simply manages inbound applications. We need someone who can identify talent before they're looking, build relationships, and turn passive candidates into excited future teammates. This role will work in a hybrid model with 4 days per week in our Downtown Vancouver office. \n In this role, you will Partner with hiring managers across GTM, Engineering & Product, and Operations to define hiring strategies, talent profiles, and hiring priorities. Own the full recruitment lifecycle, from sourcing and screening through interview coordination, debrief facilitation, offer management, and candidate closing. Build and nurture talent pipelines through proactive sourcing using LinkedIn Recruiter, Boolean search techniques, sourcing tools (Gem and Juicebox), referrals, and tech communities. Deliver an exceptional candidate experience while ensuring a structured, efficient, and high-quality hiring process. Maintain accurate ATS (Lever) data, track pipeline health, and provide regular hiring updates and insights to stakeholders. Continuously improve recruiting processes, sourcing strategies, and employer branding initiatives as the company scales. Support HR administration for Canadian employees as needed.
