Your posting says Palisade plans to hire about 45 account executives, SDRs and customer success managers over the next twelve months, with one recruiter owning most of those reqs. I closed 61 hires last year on a desk that looks a lot like that one, and I would like to do it for a team that is building its sales org now.
At Summit Ridge Software I carry 18 to 24 open reqs across sales, finance and customer success in Greenhouse. The biggest change I made was on account executive roles, where time to fill had drifted to 52 days because feedback sat for a week after each interview. I agreed a 48-hour feedback rule with our sales leaders and built scorecards for every stage, and median time to fill came down to 38 days. My offer acceptance rate is 91%, mostly because I settle compensation range, start date and competing offers at the first screen.
About 40% of my hires come from my own sourcing in LinkedIn Recruiter and Gem, which let us end two agency contracts worth $180,000 a year. Before moving in-house I spent three years at Robert Half placing accounting contractors, which taught me to move quickly and to close.
If it would help, I can walk you through how I would set up intake and scorecards for your first five AE reqs.