About the role
Laurel is on a mission to return time. As the leading AI Time platform for professional services firms, we’re transforming how organizations capture, analyze, and optimize their most valuable resource: time. Our proprietary machine learning technology automates work time capture and connects time data to business outcomes, enabling firms to increase profitability, improve client delivery, and make data-driven strategic decisions. We serve many of the world's largest accounting and law firms, including EY, Aprio, Crowell & Moring, and Frost Brown Todd, and process over 1 billion work activities annually that have never been collected and aggregated before Laurel’s AI Time platform. Our team comprises top talent in AI, product development, and engineering—innovative, humble, and forward-thinking professionals committed to redefining productivity in the knowledge economy. We're building solutions that empower workers to deliver twice the value in half the time, giving people more time to be creative and impactful. If you're passionate about transforming how people work and building a lasting company that explores the essence of time itself, we'd love to meet you. About the Opportunity You will own GTM hiring across the revenue org — AEs, CSMs, SDRs, Solutions Engineers, and GTM leadership as we scale. You will work closely with our VPs of Sales and CRO to build a rigorous, high-taste hiring process that produces a revenue team capable of executing our revenue targets this year and beyond. This is a build role. You are joining a talent function being built from scratch. You will help define what great GTM hiring looks like at Laurel and own it. What You Will Own Full-cycle GTM recruiting: AEs, CSMs, SDRs, Solutions Engineers, and sales leadership 10–15 active requisitions at any time; 6–10 hires per quarter as baseline Outbound sourcing — you know where great enterprise SaaS sellers come from and you go get them Building relationships with top-performing GTM talent before they are looking Hiring manager partnerships with Sales and CS leadership: intake rigour, structured assessment, calibration Closing candidates: equity story, growth path, mission — making the case compellingly Multi-geography hiring across New York, San Francisco, London, and Los Angeles What We Are Looking For Must-have 5+ years full-cycle GTM recruiting at a high-growth enterprise SaaS company Deep knowledge of what a great enterprise AE looks like — you have hired them, assessed them, and been wrong about them in the past Experience hiring across the GTM stack: AEs, CSMs, Solutions Engineers, and sales leadership Strong outbound instincts and a genuine talent network in enterprise SaaS Structured interviewer and coach — you run calibration sessions, not just debrief calls Track record closing candidates who had competitive offers Will set you apart You have recruited for companies selling into law firms, financial services, or high growth SAAS companies You understand the difference between an SDR-to-AE motion and an enterprise direct and partner first motion Strong opinions about comp structures, equity messaging, and closing against public-company offers Experience hiring GTM talent across multiple geographies simultaneously You have rebuilt or improved a broken GTM hiring process, not just filled reqs