Sales Recruiter / Talent Acquisition Specialist

LegalMatch•Reno, NV

50d•Onsite

About The Position

LegalMatch is seeking a creative, driven, and experienced recruiter to join their Operations team as a Sales Recruiter / Talent Acquisition Specialist. This full-time, in-office role in Reno, NV, is crucial for the company's growth, focusing on identifying, attracting, screening, and advancing candidates for sales roles. The position requires a proactive approach to building talent pipelines through creative sourcing strategies, engaging passive candidates, and creating a compelling candidate experience. The Sales Recruiter will partner closely with sales leadership to understand hiring needs and contribute to improving the overall sales hiring engine.

Requirements

2–5+ years of recruiting or talent acquisition experience, ideally with sales, business development, call center, inside sales, or high-volume hiring roles.
Experience sourcing passive candidates, not just reviewing inbound resumes.
Strong communication skills and the ability to sell candidates on an opportunity.
A creative mindset with a willingness to test new recruiting strategies.
A strong sense of urgency and follow-through.
Comfort working in competitive hiring markets.
Ability to assess candidate motivation, resilience, coachability, and sales potential.
Strong organizational skills and attention to detail.
Experience using LinkedIn Recruiter, Indeed, ZipRecruiter, applicant tracking systems, CRM tools, or similar platforms.
A collaborative approach and the ability to work closely with sales leaders.

Nice To Haves

Experience recruiting for commission-based, quota-carrying, outbound sales, appointment-setting, or business development roles is highly preferred.

Responsibilities

Proactively identify and engage passive sales candidates through LinkedIn, job boards, referrals, social media, networking, local market research, and other creative sourcing strategies.
Build ongoing pipelines of qualified candidates for current and future sales openings.
Develop new ways to reach candidates in competitive markets where traditional job postings may not be enough.
Research local talent pools, competitor hiring trends, and alternative candidate sources.
Create compelling outreach messages that generate interest and differentiate LegalMatch from other employers.
Manage inbound applications from job boards and other recruiting channels.
Review resumes, conduct initial phone screens, and assess candidates for sales aptitude, motivation, communication skills, coachability, and cultural fit.
Move qualified candidates efficiently through the recruiting process.
Maintain a high level of follow-up and communication with candidates.
Ensure every candidate has a professional, responsive, and positive experience with LegalMatch.
Partner with sales leadership to understand hiring needs, success profiles, market challenges, and role requirements.
Help improve job postings, candidate messaging, recruiting campaigns, and interview processes.
Recommend new recruiting channels, tools, partnerships, and campaigns to increase applicant quality and volume.
Think creatively about how to make LegalMatch stand out to sales candidates who may be comparing multiple opportunities.
Track what is working and continuously improve sourcing and conversion strategies.
Maintain accurate candidate records and recruiting activity in the company’s applicant tracking system or recruiting tools.
Track key recruiting metrics, including outreach activity, response rates, interview conversion, offer acceptance, and source effectiveness.
Provide regular updates to leadership on pipeline status, hiring progress, and market feedback.
Support scheduling, interview coordination, and candidate follow-up as needed.