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St. John's, Newfoundland and Labrador, Canada
Hybrid
Not Available
At CoLab, we help mechanical engineering teams bring life-changing products to market years sooner.
We build AI for engineers designing cars, medical devices, and jet engines. Products this complex aren't sketched and sent to production. Teams spend months on iterations, reviews, and tests, predicting how every part performs before anything is built. CoLab is where those reviews happen, and we capture the rationale behind every change. Other tools show what changed between versions. Only CoLab knows why. That's how our AI helps manufacturers like Bobcat, Triumph Motorcycles, and GE Appliances make better decisions, eliminate rework cycles, and get to market faster.
Proudly based in St. John’s, Newfoundland, CoLab started with one customer in 2018. Since then we’ve raised a $72M Series C, been named the 57th fastest growing company in North America by Deloitte (Fast 500™), signed multi-year AI partnerships with companies like Bombardier, and grown to a team of 250+.
About the Role
CoLab has exceptional talent but the next chapter depends on the leaders and go-to-market talent we bring in over in our next stage of growth. The people who will sell, scale, and lead at CoLab rarely have their résumés on job boards. They're a GTM Leader quietly building a team at an industrial software company, a Solutions Engineer with a mechanical engineering degree and a quota, an enterprise AE who has closed seven-figure deals with aerospace OEMs. Finding them, and convincing them CoLab is worth the move, is a craft.
As our first Executive Recruiter, you'll build that craft in-house. You'll own the search process end to end for our most senior and hardest-to-fill GTM roles: Major Account Executives, Sales Directors, customer success, marketing, and revenue leadership, along with executive hires across the company. You'll partner directly with our executive team and hiring managers as a trusted advisor, not an order-taker, and you'll decide how we run executive search going forward, including when we use an external firm and when we don't. You'll work closely with the People Team, Talent Acquisition, and Senior Leadership Team.
Our Ideal Candidate
You've run senior searches yourself, either at a retained search firm or inside a high-growth company, and you know how to get passive executives and talent to take your call. You think like a GTM leader: you can talk quota attainment, sales cycles, and team build-outs credibly with a Senior Leader, and you can tell the difference between a rep who rode a great territory and one who built it.
You push back. When a hiring manager's wish-list doesn't match the market, you say so, bring data, and help them reset. You're comfortable being the first person in a function, building processes from scratch, and doing the sourcing yourself. This probably isn't the role for you if you prefer a high-volume req load, a fully built tech stack and team from day one, or a role where you hand candidates off after the first screen.
Frequently cited statistics show that people who identify with historically marginalized groups are likely to apply to jobs only if they meet 100% of the qualifications. We encourage you to help us break that statistic and apply even if you don’t meet every single qualification—your potential is what matters most to us.
