SeekOut

Human Resources

• Partner with HR Leadership on various people programs including comp cycle planning/support and benefit renewal cycles, including launching and closing each cycle and providing regular reporting during the program.
• Front-line coaching of employees and managers inquiries around benefits, hiring and policies.
• Manage the full onboarding and offboarding experience, ensuring every employee’s transition is seamless and human.
• Build out and update policies, maintain New Hire Orientation deck, run annual Open Enrollment process.
• Maintain multiple HR tools and systems. Be the point person covering data confidentiality and maintenance of employee records.
• Run Engagement Surveys and partner with leaders on action items.
• Partner with our HR Coordinator and Facilities Coordinator to support the employee experience
• Partner with internal recruiters to assist with coordinating, interviewing and hiring.
• Support employees with work authorization, leaves of absence, return-to-work and benefits policies generally.

Human Resources Business Partner

• Maintain administration and optimization of multiple HR tools and systems. Be the point person covering data confidentiality and maintenance of employee records.
• Manage the full onboarding and offboarding experience, ensuring every employee’s transition is seamless and human.
• Partner with HR Leadership on various people programs including performance management and benefit renewal cycles, including launching and closing each cycle and providing regular reporting during the program.
• Act as first point of contact for employee questions and provide timely, thoughtful support.
• Partner with internal recruiters to assist with coordinating, interviewing and hiring.
• Partner on company-wide projects in various areas including diversity, development, engagement, and analytics.
• Support employees with work authorization, leaves of absence, return-to-work and benefits policies generally.
• Ensure all HR processes are aligned with different employment laws and SeekOut’s standards for fairness and integrity.

Senior Human Resources Generalist

Performance Marketing

• Own all pipeline metrics and deliver against MQL, SAL, SQL targets
• Design and execute integrated campaigns across channels (SEM, SEO, social, email, events, ABM)
• Manage platforms including Google Ads, Bing Ads, LinkedIn, and intent data tools
• Develop ABM strategies for enterprise accounts targeting personas (CHRO, VP TA, CFO)
• Serve as primary marketing liaison to SDR and AE teams by enabling SDRs with targeted lists, messaging templates, and outreach sequences, and conducting weekly pipeline reviews with Sales leadership
• Partner with Product Marketing on positioning, messaging, and launch campaigns
• Collaborate with Web team on landing pages and conversion optimization
• Work with Customer Success on customer marketing and expansion campaigns
• Partner with Marketing Operations on tech stack, attribution, and data quality
• Build comprehensive attribution models and implement A/B testing frameworks, and manage lead scoring, routing, and nurturing workflows in marketing automation platforms
• Gather field insights to inform campaign strategy and messaging, leverage intent data and technographics to identify in-market accounts, allocate budget across channels based on ROI and pipeline impact
• Report weekly on pipeline performance and goal attainment to executives
• Full pipeline accountability and forecasting models
• Multi-channel campaign strategy and execution
• Budget allocation across all channels
• ABM program for enterprise accounts
• Lead scoring and routing optimization
• SDR enablement and alignment
• Campaign calendar and integrated planning

Demand Generation Manager

Product Marketing

• Develop differentiated positioning for Spot and Recruit across market segments
• Create messaging frameworks articulating semantic AI intelligence and outcomes-based value
• Own end-to-end product launches from planning through measurement
• Coordinate cross-functional launch activities across Product, Sales, Customer Success, and Legal/Compliance
• Build and maintain competitive intelligence program including win/loss analysis
• Conduct quarterly SWOT analyses and white space/gap analysis to identify market opportunities
• Manage analyst relations and media relations programs
• Create sales enablement materials (pitch decks, ROI calculators, battlecards, demo scripts)
• Partner with Sales leadership on deal dynamics and objection handling
• Develop thought leadership positioning SeekOut as AI recruiting outcomes leader, define content priorities based on buyer journey stages and competitive differentiation
• Conduct customer interviews to understand buying criteria and value realization, then build customer evidence programs capturing success stories and quantifiable outcomes
• Monitor regulatory changes (AI Act, AEDT laws) and incorporate into messaging
• Product messaging and positioning documents
• Competitive intelligence repository and battlecards
• Product launch playbooks and processes
• Sales enablement curriculum and tools
• Win/loss analysis program
• Customer evidence and case study pipeline
• Market analysis and sizing models

Product Marketing Manager

Account Executive

• Hunt and close multi-country, multi-function RPO/talent solutions; build executive sponsorship with CHRO, TA Leaders, and CFO/Finance
• Lead discovery that diagnoses hiring demand, talent supply, and process gaps; translate into program designs (SLAs, scope, ramp plans, delivery model, governance)
• Craft SOWs, rate cards, outcome/throughput commitments, and commercial structures (fixed, variable, milestone-based, outcome-based)
• Navigate complex MSAs/DPAs, global compliance, and procurement/legal negotiations
• Partner tightly with Delivery/Operations to align capacity planning, recruiter mix, tech enablement, and transition plans; set up governance, QBRs, and playbooks
• Build and defend business cases to reduce agency spend, accelerate hiring in hard-to-fill roles, and de-risk peak demand
• Manage executive steering committees and program performance to expand scope (geos/functions) and secure renewals
• Maintain rigorous pipeline/forecast discipline in Salesforce with mutually agreed close plans

Enterprise Account Executive

• Own a Strategic/Enterprise territory and land multi-year, six- and seven-figure SaaS agreements with CHRO, Head of TA, and HRIT/HR Ops buyers
• Lead complex cycles across Legal, Security, Procurement, and IT
• Build business cases that connect AI-augmented recruiting to time-to-hire, quality-of-hire, and cost-per-hire outcomes
• Build and execute a territory plan to win net-new Global 2000 logos and expand within named accounts
• Lead executive discovery with CHRO/Head of TA to quantify impact (hiring velocity, funnel conversion, recruiter productivity, agency spend reduction)
• Orchestrate security reviews, data privacy (DPA), InfoSec, and enterprise procurement processes
• Create ROI models and compelling proposals; drive multi-threading and executive alignment using MEDDICC
• Partner with Solutions Consulting to design evaluations/POCs and with Customer Success to ensure successful launches and referenceability
• Forecast accurately in Salesforce; maintain pipeline hygiene and close plans/MAPs
• Collaborate cross-functionally (Marketing, Product, RevOps, Partnerships) to open doors and accelerate cycles
• Run QBRs and executive readouts; build champions and reference customers