Recruiter - Sales

Curvion Blue

2d•$50,000 - $80,000

About The Position

Curvion Blue is seeking a Talent Acquisition Specialist to own recruiting across its sales organization and continuously build a pipeline of high-performing sales talent, particularly candidates suited to high-ticket sales environments. This hands-on role partners with leadership and hiring managers to define success profiles, source and assess candidates, and manage the full recruiting lifecycle from outreach through offer and onboarding partnership. The specialist is expected to distinguish demonstrated sales performance from résumé claims, maintain candidate engagement, manage recruiting operations and metrics, and use hiring outcomes to improve future recruiting decisions. The schedule is Monday to Friday, 9 AM to 6 PM in the employee's time zone.

Requirements

At least 1 year of Talent Acquisition, recruiting, or full-cycle recruiting experience.
Experience recruiting salespeople, preferably for revenue-generating roles.
Ability to source candidates proactively rather than relying exclusively on inbound applicants.
Comfort conducting candidate screens and making recommendations to hiring managers.
Ability to assess whether candidates' actual experience matches their claims.
Comfort communicating with salespeople and working in performance-driven environments with metrics.
Ability to manage multiple open roles and priorities while keeping candidate details organized.
Strong organization, responsiveness, and operational skills.
Ability to work effectively when priorities change quickly.
Professional communication with candidates at every level.
Proactive approach to identifying and solving recruiting problems.

Nice To Haves

Past sales experience, especially high-ticket sales.
Experience as a setter, closer, account executive, sales manager, or sales leader.
Experience recruiting high-ticket closers or setters.
Experience in coaching, consulting, SaaS, agency, or other performance-driven sales environments.
Knowledge of sales compensation structures and ability to discuss earning potential with candidates.
An established network of sales talent.
Experience recruiting 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, and continuously build talent pools.
Conduct recruiter screens to evaluate candidate experience, communication, motivation, sales ability, and fit.
Assess candidates using scorecards and role-specific success profiles, and identify red flags and demonstrated performance.
Understand and evaluate sales metrics, quotas, KPIs, close rates, lead flow, revenue, and other performance indicators.
Build familiarity with high-ticket sales roles and develop relationships with high-performing sales professionals.
Own candidate communications and keep candidates engaged and informed throughout the recruiting process.
Represent Curvion Blue professionally and provide a candidate experience aligned with the talent the company seeks to attract.
Maintain accurate candidate data and pipeline stages in the ATS.
Track 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 improve the recruiting process, identify bottlenecks, and recommend efficiency improvements.
Support offer creation and candidate closing, and help keep strong candidates engaged through acceptance and their start date.
Partner with the team to identify early indicators of successful hires and use quality-of-hire and performance data to improve recruiting decisions.