Principal GTM Talent Advisor

About the job

This position is needed to serve as a principal talent advisor and strategic thought partner to our Go-to-Market (GTM) and Sales leadership teams in NAMER. In this role, you will go beyond transactional recruiting responsibilities to translate business goals into comprehensive, forward-looking talent strategies. Operating with a high degree of autonomy in a fast-paced, remote environment, you will shape our regional talent acquisition strategies, balancing immediate headcount needs against long-term organizational planning.

As a subject matter expert and mentor within the TA and People Partnerships teams, you will act as a data-driven problem solver who challenges assumptions and navigates through ambiguity to connect the dots across complex business landscapes. You will own high-stakes, end-to-end GTM searches, partnering closely with VP-level executives, HRBPs, and cross-functional teams to find and secure world-class revenue-generating talent.

Responsibilities

In this role, you’ll:

• Be an expert-level talent advisor and strategic thought partner to Go-to-Market (GTM) and Sales leadership, balancing immediate hiring needs against the broader regional and organizational workforce plan. You shape talent acquisition strategy at a regional or functional level, translating overarching business goals into comprehensive, forward-looking workforce strategies.
• Act as a role model and mentor within TA and the People Partnerships teams- a bold disrupter who earns respect by challenging assumptions, influences without authority, champions change, helps navigate your team through ambiguity, and seamlessly connects the dots and sees around corners.
• Proactively use market analytics, talent intelligence, and internal data to model talent scenarios, coach senior leaders and hiring managers on market trends and hiring practices, and strategically steer or shift search strategies based on market realities. Advise and guide senior leaders on defining success profiles, prioritization, location decisions, and critical trade-offs based on skills-informed assessments. Align interviewer panels on assessment criteria to help drive the best possible hiring outcomes for Twilio.
• Independently own end-to-end recruitment for the most complex and high-stakes GTM searches, using your business acumen and recruiting expertise to architect and deliver on strategic recruiting plans to identify, proactively source, and hire qualified talent. Communicate and negotiate effectively and diplomatically across complex offer structures that include equity, using data and strategic influence to achieve desired business outcomes.