한국어·English
Anthropic company · OPEN ROLE
- Company
- Builds the AI model Claude and helps companies use it safely.
- Role
- Builds Korea’s GTM recruiting function as the founding recruiting hire.
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SIGNET / A LOOK AT YOUR FEEDBACKWhat will the feedback look like? See an exampleStart with one line of a résumé. See what fits, what needs more evidence, and what to prepare.Expand / collapse
The company, role, experience and figures below are fictional teaching examples. This is not a real candidate report or an assessment against your selected role.
Head of Sales, Korea
Imagine a B2B SaaS role responsible for Korea sales strategy and leading the local team.
In 2025, 12 new enterprise customers; KRW 1.8B in total annual contract value. Managed a Korea sales team of three.
Experience that fits
The new-business results stand out.
Customer count and contract value give the achievement a clear scale. It is relevant experience to explore for a Korea sales role. Separating the accounts you owned from the whole team’s results would make your contribution clearer.
Experience that needs more proof
Managing a team and building one are different experiences.
“Managed three people” does not tell us whether you ran an existing team or hired people and established the sales approach. Missing evidence on a résumé does not mean missing experience. We would want to understand your ownership of the market strategy and team.
What to prepare
Prepare one example of owning the market and team.
Explain why you chose the first customer segment, the targets you agreed with headquarters, what you delegated, and the result. Be clear about the decisions that were yours and the work owned by others.
Know what to show next. Prepare with a clearer purpose.
Actual feedback depends on the role and résumé you submit. It does not determine hiring outcomes or speak for the employer.
What you will do
We rewrote the responsibilities and qualifications in plain language instead of copying the original posting.
Responsibilities
- Own full-cycle GTM hiring and establish Korean sourcing strategies, recruiting processes and systems.
- Adapt global practices with regional leaders and headquarters, sharing compensation, talent and cultural insight.
- Use Claude, AI tools and recruiting metrics to improve processes across distributed teams and time zones.
- Build agency, university and professional partnerships and communicate the mission and employer culture to candidates.
What you need
- Have at least 8 years of full-cycle recruiting in high-growth GTM functions in APAC.
- Have native or business-level Korean and English, understanding Korean hiring practices, employment law and professional norms.
- Build recruiting processes from scratch, manage concurrent searches and use metrics while navigating regional stakeholders and significant time differences.
- Hold a relevant bachelor’s degree or an equivalent combination of education, training and experience.
- Based in Seoul; staff are expected in an office at least 25% of the time, with more required for some roles.
- Visa sponsorship is available but cannot be guaranteed for every role and candidate.
Good to have
- Japanese proficiency, Asian AI/deep-tech recruiting and founding recruiting functions during expansion are preferred.
- Employer-brand and culture building in new markets and Korean/Japanese technology networks are preferred.
Read the employer’s original job description
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Signet compares your experience with the role and identifies evidence to strengthen. It uses 1 credit.
Checked 2026-11-07