Sales Recruiter

Luxury Presence•Austin, TX

5d•Hybrid

About The Position

Luxury Presence is seeking a Sales Recruiter to own the sales hiring engine end-to-end. This role is crucial for scaling the SDR and AE teams in Austin and Phoenix. The recruiter will be responsible for building candidate personas, crafting messaging, developing pipelines, identifying in-market channels, and establishing assessment processes to ensure 5 to 8 strong hires per month. This position requires close collaboration with sales managers to maintain a high hiring bar and make swift, confident decisions. The ideal candidate will have a passion for sales, a talent for identifying high-performing individuals, and a desire to directly impact revenue.

Requirements

5+ years of full-cycle recruiting experience.
Meaningful experience recruiting SDRs, AEs, or other high-velocity sales roles.
Track record of sustaining high-volume sales pipelines and meeting monthly hire targets.
Strong sourcing skills using LinkedIn Recruiter, Juicebox, and other modern tools.
Experience designing or refining sales hiring processes.
Experience with assessment loops that predict on-the-floor performance.
Ability to run your calendar like a sales rep.
Ability to take full ownership of sales hiring and report on it like a P&L.
A specific point of view on what constitutes a great seller and the ability to uphold that standard.
Skill in writing, positioning, and merchandising job roles to attract the right candidates.
Ability to build long-term sourcing channels, including investing in universities, events, and relationships.
Desire to work closely with managers and reps, not isolated from the sales floor.

Responsibilities

Build and sustain a candidate pipeline that yields 5 to 8 sales hires per month, with at least 50% sourced.
Run 20+ candidate screens per week.
Utilize LinkedIn, Juicebox, and other creative sourcing tools to find sellers.
Write outreach messages that achieve high response rates.
Quickly and qualitatively assess candidates for grit, consistency, communication, and coachability.
Identify key signals that are not evident on resumes or LinkedIn profiles.
Drive hiring managers to make timely decisions.
Maintain a high standard of quality in hiring and encourage the team to move forward when the right signals are present.
Develop SDR and AE hiring personas that define ideal candidate profiles.
Create candidate-facing collateral to attract top talent and encourage unsuitable candidates to self-select out.
Position sales roles by highlighting the product, market, compensation potential, and team.
Own the in-person hiring strategy in Austin, including building local sourcing channels, university partnerships, trade show presence, and on-site interview days.
Actively engage in the market through coffees, events, meetups, and campus visits to build a strong talent bench.
Increase retention and promotion rates by improving the quality of candidates at the top of the funnel.
Partner with sales leadership on post-hire ramp signals to connect assessment with outcomes.