Talent Acquisition Partner – GTM About SailPoint: SailPoint is the leader in identity security for the cloud enterprise. Our identity security solutions secure and enable thousands of companies worldwide, giving customers unmatched visibility across their digital workforce — ensuring the right identities have the right access at the right time: no more, no less. Built on a foundation of AI and ML, SailPoint’s Identity Security Cloud Platform delivers access governance at the scale and speed modern cloud businesses demand. And as AI adoption accelerates, identity becomes even more critical: SailPoint helps organisations govern both human and non-human identities — including service accounts, bots, and increasingly agentic AI — so innovation can move fast without compromising security. About our Sales / GTM Recruiter role: We have an industry-leading TA team at SailPoint, with advanced processes for role definition, creating talent pools, targeted outreach, candidate evaluation and onboarding. We’re seeking a recruiter who is comfortable with a high degree of proactive, targeted headhunting and who is excited to adopt (and continuously improve) the best-practice framework we employ. In this role, you’ll primarily support hiring across our Go-To-Market organisation (Sales, Sales Development/Digital Sales, Solutions Engineering, Customer Success, Marketing and related GTM functions as needed). Successful recruiters here focus on both the qualitative and quantitative elements of the job: do the right stuff, and do enough of it. Typically, you will “own” responsibility for hiring within an assigned GTM area, while remaining adaptable to support other functional hiring as business priorities shift. You’ll partner with leaders at all levels, build operational credibility quickly, and proactively align talent needs to business goals. You’ll then execute recruiting strategies to identify, attract, assess, and hire top GTM talent using SailPoint’s established hiring processes. Your path to success: Within your first month: - Focus heavily on learning SailPoint’s hiring processes. - Embrace onboarding sessions with a clear plan for what you need to learn. - Review our process flow/training guide (“Guardrails”) and complete all training videos. - Build a working understanding of our primary recruiting processes and practices. - Learn how to articulate our SWAT process to hiring managers and how to deploy it. - Learn the Performance Based Hiring Framework (PBH) and begin developing PBH interview skills and SMART job spec intake skills. - Learn how we use recruiting tools including Workday, LinkedIn, Findem and Calendly. - Create and refine your own “SailPoint pitch” — our market position, GTM story, and EVP — tailored for candidate outreach. - Learn our products, success stories, and differentiators, and get confident weaving these into candidate conversations (especially for GTM profiles). By 2 months: - Implement and improve upon what you learned in Month 1. - Embrace the mentor opportunity via the SailPoint “Buddy” structure. - Shadow your buddy and participate in intake sessions with GTM hiring managers; understand the nuance of SMART job descriptions and how this connects to the Early Impact Framework. - Begin working on live GTM roles with buddy support. - Create credible, high-converting outreach messaging and start sourcing against our GTM recruitment strategy. - Source, screen, assess, submit candidates and schedule interviews with hiring managers; become competent using the Performance Based Hiring evaluation process. - Work with your buddy to learn how to generate job offers and contracts. - Continue building relationships and credibility with GTM hiring managers by participating in regular update meetings. - By the end of Month 2, you should feel comfortable with the qualitative elements of the role and be progressing toward quantitative goals (outreach volume, screens, submittals, interview flow, etc.). By 3 months: - Independently support your assigned GTM hiring managers and requisitions. - Continue refining objectives from Month 1 and Month 2. - Keep learning and implementing SailPoint best practices by regularly reviewing “Recruiter Guardrails”. - Build strong, trusted relationships with GTM hiring managers through regular update meetings. - Be an advocate for the Performance Based Hiring Framework, ensuring hiring managers maintain adoption. - Consistently achieve quantitative goals while maintaining a high bar on candidate quality and experience. By 6 months: - Review earlier objectives to ensure continued observance; revisit training where required. - Continue to champion PBH, ensuring ongoing adoption by hiring managers. - Continually refine your approach and be able to point to measurable improvements made during the previous quarter (pipeline health, speed, quality, process adherence, etc.). By 12 months: - Be a trusted partner to your assigned GTM leaders. - Have received kudos/accolades from stakeholders and/or be able to point to specific, measurable impact in hiring cycles. - Have a thorough understanding of GTM recruitment strategy, administration processes, and best practices. - Be ready to buddy/mentor new recruiters. - Continue developing your knowledge of SailPoint’s value proposition as it evolves — and confidently position it in the market to attract top GTM talent. Education: BS degree or equivalent experience. SailPoint is an equal opportunity employer and we welcome all qualified candidates to apply to join our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other category protected by applicable law. Alternative methods of applying for employment are available to individuals unable to submit an application through this site because of a disability. Contact applicationassistance@sailpoint.com or mail to 11120 Four Points Dr, Suite 100, Austin, TX 78726, to discuss reasonable accommodations. NOTE: Any unsolicited resumes sent by candidates or agencies to this email will not be considered for current openings at SailPoint.

Date Posted: 2026-03-26Country: United States of AmericaLocation: US-GA-REMOTEPosition Role Type: RemoteU.S. Citizen, U.S. Person, or Immigration Status Requirements: Must be authorized to work in the U.S. without the company’s immigration sponsorship now or in the future. The company will not offer immigration sponsorship for this position.​ The company will not seek an export authorization for this role.Security Clearance Type: None/Not RequiredSecurity Clearance Status: Not Required RTX Corporation is an Aerospace and Defense company that provides advanced systems and services for commercial, military and government customers worldwide. It comprises three industry-leading businesses – Collins Aerospace Systems, Pratt & Whitney, and Raytheon. Its 185,000 employees enable the company to operate at the edge of known science as they imagine and deliver solutions that push the boundaries in quantum physics, electric propulsion, directed energy, hypersonics, avionics and cybersecurity. The company, formed in 2020 through the combination of Raytheon Company and the United Technologies Corporation aerospace businesses, is headquartered in Arlington, VA. The following position is to join RTX Corporate: RTX’s Corporate Recruiting Team is seeking a Talent Acquisition Recruiter (Principal Specialist, Talent Acquisition) to attract and hire world-class talent. This role serves as a strategic talent advisor and recruiting subject matter expert, partnering closely with hiring managers and HR leaders to help the business scale and meet evolving talent needs. As a key member of the RTX recruiting team, you will operate with a high degree of autonomy and ownership, applying advanced recruiting expertise, sound judgment, and business insight to deliver high-impact results. You will be expected to drive recruiting strategy, influence stakeholders, and continuously improve hiring processes, particularly in complex or nuanced hiring situations. You will leverage recruiting data, market insights, and performance metrics to inform strategy, guide decision-making, and proactively communicate progress, risks, and recommendations to stakeholders. In this role, you will leverage deep experience across multiple skill areas, understand that not all searches are one-size-fits-all, and demonstrate flexibility and curiosity when deeper assessment, review, or creative problem-solving is required. What You Will Do - Provide full-cycle talent acquisition support across RTX Corporate, Enterprise Services, and/or Technology & General Engineering. - Act as a trusted talent advisor and thought partner to hiring leaders by understanding business objectives, workforce needs, and market dynamics. - Own and drive the end-to-end recruiting lifecycle, from talent mapping and intake consultation through interviewing, offer strategy, and closing. - Design and execute robust, creative search strategies, including sourcing talent in niche or highly competitive markets. - Utilize industry-leading sourcing, networking, and applicant tracking tools to manage pipelines, track progress, and deliver results. - Assess and evaluate talent holistically, applying behavioral and technical interview techniques and sound judgment. - Recognize when unique or complex hiring situations require deeper analysis, additional stakeholder alignment, or tailored approaches, and adjust accordingly. - Provide strategic guidance, education, and calibration for senior leaders and interview teams to support effective and equitable hiring decisions. - Drive process excellence and continuous improvement, bringing forward new ideas, insights, and best practices to enhance recruiting effectiveness and candidate experience. - Translate recruiting data into clear, actionable insights that inform hiring strategy, enable trade-off decisions, and drive continuous improvement. - Ensure a high-quality candidate and new-hire experience, consistently representing the RTX employer brand. Qualifications You Must Have - Typically requires a University Degree or equivalent experience and a minimum of 5 years of relevant prior experience, or an Advanced Degree in a related field and a minimum of 3 years of relevant work experience. - Minimum of 3 years of full cycle recruiting experience in competitive market environments. Qualifications We Prefer - Demonstrated experience leading and driving recruiting initiatives, including managing complex or multi-stakeholder hiring efforts. - Proven ability to operate as a self-sufficient recruiting expert, exercising sound judgment and ownership with minimal oversight. - Strong stakeholder engagement skills, with the ability to partner with, advise, and influence senior and executive leaders. - Ability to connect business strategy and evolution to talent priorities, translating needs into actionable recruiting strategies. - Strong data literacy and analytical mindset, with the ability to interpret recruiting metrics, identify trends, and use insights to influence stakeholders, improve processes, and drive results. - Exceptional verbal and written communication skills, including comfort engaging with senior-level leaders across various functions. - Passion for the candidate experience and for continuously improving recruiting processes and outcomes. - Ability to influence peers, candidates, and senior stakeholders through data-backed insights, sound judgment, and executive presence. Location - Remote; this role may be worked anywhere in the domestic U.S. (excluding U.S. territories What We Offer Whether you’re just starting out on your career journey or are an experienced professional, we offer a robust total rewards package with compensation; healthcare, wellness, retirement and work/life benefits; career development and recognition programs. Some of the benefits we offer include parental (including paternal) leave, flexible work schedules, achievement awards, educational assistance and child/adult backup care. As part of our commitment to maintaining a secure hiring process, candidates may be asked to attend select steps of the interview process in-person at one of our office locations, regardless of whether the role is designated as on-site, hybrid or remote. The salary range for this role is 86,800 USD - 165,200 USD. The salary range provided is a good faith estimate representative of all experience levels. RTX considers several factors when extending an offer, including but not limited to, the role, function and associated responsibilities, a candidate’s work experience, location, education/training, and key skills. Hired applicants may be eligible for benefits, including but not limited to, medical, dental, vision, life insurance, short-term disability, long-term disability, 401(k) match, flexible spending accounts, flexible work schedules, employee assistance program, Employee Scholar Program, parental leave, paid time off, and holidays. Specific benefits are dependent upon the specific business unit as well as whether or not the position is covered by a collective-bargaining agreement. Hired applicants may be eligible for annual short-term and/or long-term incentive compensation programs depending on the level of the position and whether or not it is covered by a collective-bargaining agreement. Payments under these annual programs are not guaranteed and are dependent upon a variety of factors including, but not limited to, individual performance, business unit performance, and/or the company’s performance. This role is a U.S.-based role. If the successful candidate resides in a U.S. territory, the appropriate pay structure and benefits will apply. RTX anticipates the application window closing approximately 40 days from the date the notice was posted. However, factors such as candidate flow and business necessity may require RTX to shorten or extend the application window. RTX is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability or veteran status, or any other applicable state or federal protected class. RTX provides affirmative action in employment for qualified Individuals with a Disability and Protected Veterans in compliance with Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act. Privacy Policy and Terms: Click on this link to read the Policy and Terms

• Lead, coach, and develop a high-performing Talent Acquisition team. • Ensure workload balance, prioritization, and resource alignment across requisitions and business needs. • Partner with the HR Director and business leaders to develop and execute a scalable talent acquisition strategy aligned with EEI's growth plans. • Build recruiting capacity plans and recommend structure, tools, or process improvements to support growth. • Ensure a consistent, high-quality, white-glove candidate experience across all roles. • Oversee full-cycle recruiting while directly supporting select high-priority or complex roles. • Serve as a cultural ambassador for EEI, ensuring our values, professionalism, and people-first philosophy are reflected in every candidate interaction. • Represent EEI at career fairs, recruiting events, and industry conferences. • Build strong, trust-based relationships with hiring leaders across the organization. • Train hiring managers on interviewing and selection best practices. • Work closely with HR team members to ensure recruiting efforts are aligned with broader people strategies and employee experience goals. • Lead with a solution-oriented, relationship-centered mindset.

• Develop and implement a comprehensive pharmacist recruitment strategy • Manage the full cycle recruitment process after fully understanding the needs of the hiring leaders • Develop strong relationships with Hiring Leaders, HRBPs (Human Resource Business Partners), and Talent Acquisition colleagues • Strategize with hiring managers to understand and anticipate hiring needs for each role • Develop effective sourcing strategies • Create and execute on a recruitment strategy with the internal customer that includes timelines and deliverables • Manage the full cycle recruitment process by sourcing, screening, coordinating interviews • Develop a strong pipeline of qualified and diverse talent • Act as a critical search partner by working with a high volume of candidates while maintaining a positive candidate experience