Recruiter - Sales

Curvion Blue

5d•$50,000 - $80,000

About The Position

Curvion Blue is seeking a proactive Talent Acquisition Specialist to identify, assess, and attract high-performing sales talent. This role goes beyond traditional HR recruiting, focusing on building and managing talent pipelines for sales positions, particularly in high-ticket sales environments. The ideal candidate will have experience in Talent Acquisition or recruiting, with a strong understanding of sourcing, qualifying, interviewing, and managing candidates through a high-volume hiring process. Prior sales experience, especially in high-ticket sales, is a significant advantage. The specialist will work closely with leadership to define ideal candidate profiles and actively source individuals who meet these criteria. This is a hands-on role requiring expertise in the full recruiting lifecycle, from sourcing and outreach to offer management, with a key focus on distinguishing truly high-performing sales professionals from those who merely present well. The goal is to continuously build a strong bench of exceptional sales talent for Curvion Blue.

Requirements

1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.
Experience recruiting salespeople, preferably revenue-generating roles.
Know how to source candidates rather than relying exclusively on inbound applicants.
Comfortable conducting candidate screens and making recommendations to hiring managers.
Ability to quickly identify whether someone's experience actually matches what they're claiming.
Highly comfortable talking to salespeople.
Understand performance-driven environments and aren't intimidated by metrics.
Ability to manage multiple open roles without losing track of candidates or details.
Organized, responsive, and operationally strong.
Comfortable working in an environment where priorities can move quickly.
Ability to communicate professionally with candidates at every level.
Proactive; instinct to solve recruiting problems without waiting for direction.

Nice To Haves

Past sales experience.
High-ticket sales experience.
Experience as a setter, closer, AE, sales manager, or sales leader.
Recruited high-ticket closers or setters before.
Experience in coaching, consulting, SaaS, agency, or other performance-driven sales environments.
Understanding of sales compensation structures and ability to speak intelligently about earning potential with candidates.
Established network of sales talent.
Recruited for remote sales organizations.

Responsibilities

Build proactive talent pipelines for closers, setters, sales leaders, and other revenue-generating roles.
Source candidates through LinkedIn, job boards, referrals, communities, databases, and creative outbound strategies.
Develop targeted sourcing strategies based on role requirements and candidate profiles.
Continuously build talent pools rather than starting from zero every time a role opens.
Conduct recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit.
Identify candidates with demonstrated performance rather than relying solely on resume keywords.
Assess candidates against defined scorecards and role-specific success profiles.
Understand sales metrics, quotas, KPIs, close rates, lead flow, revenue, and other performance indicators.
Identify red flags and know when to move a candidate forward versus cut them from the process.
Become deeply familiar with high-ticket sales roles and the characteristics of top-performing setters, closers, sales directors, and sales leaders.
Understand the difference between legitimate sales experience and resume fluff.
Build relationships with high-performing sales professionals and maintain a warm talent network.
Help Curvion Blue become known as a destination for high-performing sales talent.
Own candidate communication throughout the recruiting process.
Keep candidates engaged, informed, and moving through each stage.
Represent Curvion Blue professionally and enthusiastically.
Create a candidate experience that reflects the level of talent we want to attract.
Maintain accurate candidate data and pipeline stages in our ATS.
Track recruiting metrics including pipeline volume, conversion rates, time-to-fill, source performance, and quality of hire.
Coordinate interviews, skills assessments, roleplays, and other evaluation stages.
Partner with hiring managers to continuously improve the recruiting process.
Identify bottlenecks and recommend ways to improve recruiting efficiency.
Support offer creation and candidate closing.
Help ensure strong candidates remain engaged through acceptance and start date.
Partner with the team to identify early indicators of successful hires.
Track quality of hire and use performance data to improve future recruiting decisions.