Senior Director, GTM Recruiting

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About the role

Secure Every Identity, from AI to Human Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk. We are seeking a Sr. Director, Global GTM Recruiting to define, drive, and own the talent acquisition strategy across our entire Global Go-To-Market (GTM) organization including Sales, Customer Solutions, Customer First, Enablement, and Alliances & Partners. You will be responsible for getting close to the business, spotting problems early, and driving hiring with urgency. We need a business partner who understands where GTM is headed and can turn that into a hiring plan. The Sr. Director of Global GTM Recruiting will lead a multi-tiered global recruiting team responsible for aggressive scaling across the Americas, EMEA, and APJ. As a talent partner to the Chief Revenue Officer (CRO) and GTM global senior leadership team, you will be responsible for fostering a culture of operational rigor, modern AI enablement, and proactive talent pipelining, while holding the global team accountable to critical velocity metrics, quality of hire benchmarks. You will play an instrumental role in shaping our global employer brand and orchestrating a best in class hiring journey that secures industry leading talent at scale. This is a hybrid role based in the San Francisco Bay Area, requiring 2 days per week in our San Francisco office. Role • Bring strong GTM recruiting judgment. Understand the talent market, challenge assumptions, and help leaders make good hiring decisions. • See around corners. Identify capacity or hiring problems before they become urgent, and come with a plan to solve them. • Get clear on ownership and pace. Establish who is driving each hire, what decisions are needed, and how quickly the team can move. • Build for the international pipeline. and leadership capability. • Partner closely with the CRO and the hiring leaders. Build enough trust to have direct conversations about what is working, what is stuck, and where the bar needs to be. Results • Proven Executive Leadership: Demonstrated track record of leading, scaling, and managing global, multi-tiered GTM recruiting teams (including managing people leaders) within high-growth, enterprise SaaS environments. • Scale & Agility: Proven success driving talent acquisition across both hyper-growth scale-ups and established multi-billion-dollar global enterprises. • Advanced Data & Operational Fluency: Deep expertise in leveraging full-funnel recruiting analytics, capacity planning, and predictive forecasting to drive operational efficiency and executive alignment. • AI & Technology Innovation: Strong forward-thinking mindset with hands-on experience integrating AI tools, automation, and modern talent acquisition technology into sourcing, workflows, and enablement. • Strategic Problem Solving: Proven ability to anticipate macro talent market dynamics, resolve complex hiring bottlenecks, and orchestrate alignment across diverse, global stakeholder groups. Relationships • Ecosystem Integration & Influence: Proven ability to build trusted, highly influential partnerships across the cross-functional ecosystem (Finance/FP&A, Revenue Operations, and People/HR leadership) to drive collective accountability and operational execution. • Executive Accountability & Communication: Exceptional communication, storytelling, and negotiation skills, with the gravitas

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