Senior Talent Partner - GTM

Job description

Wordsmith

Wordsmith is building the legal operations platform for in-house teams, and we are growing fast.

We believe in-house legal is becoming one of the most important functions in the AI era. Every business is moving faster, but legal work is still too often scattered across inboxes, chats, documents, and disconnected systems.

Wordsmith brings that work into one system. Requests come in from across the business, AI agents handle the routine, lawyers stay in control where judgment matters, and every step is captured as work happens.

We are built for in-house legal, not law firms. Our goal is to help legal teams move faster, reduce unnecessary external counsel spend, and become a function the business can run with.

More than 500 companies, including Financial Times, Safelite, Trip.com , Canva, Starling, and Sage, use Wordsmith. Backed by $100M from Index Ventures, General Catalyst, Highland Europe, and others, we are building one of the defining companies in legal AI.

The Role

Our revenue plan depends on hiring sellers who build their own pipeline and close enterprise deals with General Counsels. You'll own GTM hiring from intake to signed offer: Account Executives, SDRs, sales leaders, Customer Success and Partnerships. You'll run intake with sales leaders who want speed, hold the bar on deal evidence, and close candidates who have offers from every AI company hiring sales talent. This is not a coordination role.

What You'll Do

Deliver bar-raising GTM hires each quarter

Own a robust, fair and fast recruiting process that is optimized to hire the best talent vs the best interviewers.

Source sellers directly: map competitor sales teams, track attainment signals, and personalise outreach with AI

Test real deal evidence: ACV, cycle length, self-sourced pipeline and methodology, not titles

Own the candidate from first message to first day, and close on OTE, equity and the opportunity

Be a sparing partner to the business, challenging when necessary and coaching them to be a better higher team

What We're Looking For

Essential

5+ years of full-cycle recruiting, working on quota-carrying sales roles in B2B SaaS

A track record you can put numbers on: hires per quarter, offer acceptance, how your sellers ramped

Most of your recent hires sourced by you, not from inbound

You know how to read a sales CV: attainment, deal size, territory and inherited book

Fluency with Ashby or a similar ATS, and real use of AI in your own workflow

Valued

Hired AEs selling to legal, procurement or other regulated buyers

Built a sales team in a new office or market from zero

Understand sales methodologies (MEDDPICC or similar) well enough to assess them