Talent Acquisition Consultant - Sales
About The Position
The Talent Acquisition Consultant - Sales recruits and sources Outside Sales Professionals as the primary focus, building talent pipelines that support revenue growth across CERTUS. The role also provides recruiting support for other requisitions as business needs and team capacity require. The consultant owns end-to-end recruitment for Outside Sales Professionals, from intake and sourcing through offer acceptance and onboarding handoff. The position proactively sources active and passive candidates, evaluates sales experience and results, partners with sales leaders and hiring managers, and maintains qualified pipelines for priority markets and recurring openings. It also ensures recruiting records, candidate communications, background checks, and pre-employment steps are handled accurately and supports other roles or regions as needed while prioritizing outside sales hiring. Success is measured through hiring speed and quality, completion of required background checks, pipeline readiness, candidate and hiring-manager satisfaction, and timely requisition management. The role contributes to revenue growth by reducing open sales territories, improving sales hiring quality, and supporting scalable, compliant recruiting execution.
Requirements
- At least 2 years of recruiting or talent acquisition experience, including proactive sourcing and screening for sales or other high-volume, performance-driven roles.
- Experience managing candidates through the recruitment process, including screening, interview coordination, offers, and pre-employment requirements.
- Ability to assess outside sales candidates against role requirements, including prospecting, quota attainment, territory development, and relevant licensing requirements.
- Proficiency with Paylocity Recruiting and Onboarding, LinkedIn sourcing, Boolean searches, and Microsoft Office tools.
- Experience using an applicant tracking system, job boards, professional networking platforms, and direct outreach to maintain accurate records and develop candidate pipelines.
- Strong written and verbal communication, sound judgment, discretion with confidential information, and consistent attention to detail.
- Ability to manage requisitions across multiple locations, prioritize outside sales hiring, and provide support for other openings as business needs require.
- High school diploma or equivalent required; relevant recruiting experience and demonstrated results are essential.
Nice To Haves
- Experience recruiting Outside Sales Professionals in pest control, pool services, or another home services or route-based business.
- Experience sourcing commission-based sales talent and licensed pest control sales candidates in competitive markets.
- Experience supporting a multi-brand, multi-state organization with recurring hiring needs and changing requisition volumes.
- Bachelor’s degree in Human Resources, Business, or a related field; recruiting or HR certification is a plus.
- Paylocity experience is preferred.
Responsibilities
- Own end-to-end recruitment for Outside Sales Professionals, from intake and sourcing through offer acceptance and onboarding handoff.
- Proactively source active and passive sales candidates through direct outreach, referrals, job boards, professional networks, and targeted talent searches.
- Screen candidates for outside sales experience, prospecting ability, territory ownership, measurable sales results, and alignment with role-specific licensing and compensation requirements.
- Partner with sales leaders and hiring managers to clarify hiring needs, align candidate expectations, coordinate interviews, and obtain timely feedback.
- Build and maintain qualified sales talent pipelines for priority markets and recurring openings, including licensed candidates where required.
- Deliver candidate summaries, resumes, and screening notes; maintain accurate recruiting records and responsive communication through each hiring stage.
- Complete required background and pre-employment steps accurately, coordinate onboarding readiness, and support other roles or regions when needed while maintaining outside sales hiring priorities.
- Track sourcing activity and candidate progression, identify hiring barriers, and document action plans for requisitions open more than 75 days.
- Use recruiting data and candidate feedback to identify pipeline gaps, improve sourcing strategies, and escalate hiring barriers promptly.
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What This Job Offers
Job Type
Full-time
Career Level
Mid Level
Education Level
High school or GED
