Principal GTM Talent Advisor

Who we are

At Twilio, we’re shaping the future of communications, all from the comfort of our homes. We deliver innovative solutions to hundreds of thousands of businesses and empower millions of developers worldwide to craft personalized customer experiences.

Our dedication to remote-first work , and strong culture of connection and global inclusion means that no matter your location, you’re part of a vibrant team with diverse experiences making a global impact each day. As we continue to revolutionize how the world interacts, we’re acquiring new skills and experiences that make work feel truly rewarding. Your career at Twilio is in your hands.

We use Artificial Intelligence (AI) to help make our hiring process efficient. That said, every hiring decision is made by real Twilions!

.

See yourself at Twilio

Join the team as Twilio’s next 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 negotia

Responsibilities

• Serve as expert-level talent advisor and strategic thought partner to Go-to-Market (GTM) and Sales leadership, balancing immediate hiring needs against broader regional and organizational workforce plans
• Shape talent acquisition strategy at regional or functional level, translating business goals into comprehensive, forward-looking workforce strategies
• Act as role model and mentor within TA and People Partnerships teams, challenging assumptions, influencing without authority, and helping navigate ambiguity
• Proactively use market analytics, talent intelligence, and internal data to model talent scenarios and coach senior leaders on market trends and hiring practices
• Advise 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 drive hiring outcomes
• Independently own end-to-end recruitment for complex and high-stakes GTM searches, architecting and delivering strategic recruiting plans to identify and hire qualified talent