Talent Acquisition Partner

SIMPRO•Miami, FL

About The Position

The Talent Acquisition Partner (Sales) will support rapid expansion of the go-to-market organization by identifying, attracting, and closing sales talent at scale. The role partners directly with sales leadership to forecast headcount needs, build sourcing pipelines, and manage fast-moving selection processes while balancing proactive outbound sourcing, operational speed, and candidate experience. The Talent Acquisition Partner owns full-cycle recruitment across sales roles, leads sales talent attraction strategy, and works with People and Marketing on employer branding. The role also optimizes recruiting funnels using ATS metrics and ensures hiring workflows and data tracking meet applicable regulations and internal governance standards. Responsibilities may evolve as sales targets, territories, and headcount change.

Requirements

Proven full-cycle recruiting experience in high-velocity environments, including dedicated experience hiring quota-carrying sales talent at scale.
Expertise in sales-specific assessment methods, including structured behavioral interviews, mock pitches or roleplays, and verification of quota attainment and deal sizes.
Expert-level direct sourcing skills using LinkedIn Recruiter, Boolean search, sales communities, and cold outreach sequences.
Strong understanding of sales mechanics, go-to-market motions, sales compensation structures, and sales methodologies such as MEDDPICC and Challenger.
Hands-on proficiency with Workday or modern ATS platforms such as Greenhouse, Lever, or Ashby, as well as candidate CRM and outbound sourcing tools.
Exceptional verbal and written communication skills, with the ability to influence senior sales leaders, present value propositions, and close candidates with competing offers.
Strong pipeline management, prioritization, and organizational skills, including the ability to manage multiple requisitions while maintaining speed and candidate experience.
Analytical ability to use funnel conversion metrics, pass-through rates, and market intelligence to address hiring bottlenecks and forecast capacity.

Responsibilities

Partner with Sales Directors, VPs, and Revenue Operations to forecast headcount, develop hiring plans, define scorecard competencies, and calibrate candidate profiles.
Own full-cycle, high-volume recruiting for Sales Specialists, Account Executives, and Account Managers, including screening, offer negotiation, and closing.
Train and coach sales managers in structured, competency-based interviewing and standardized roleplay and pitch evaluations, while helping minimize bias.
Proactively source quota-carrying sales talent through LinkedIn Recruiter, direct messaging, sales networks, cold outreach, and referrals.
Lead sales talent attraction strategy by identifying competitor talent pools, tracking compensation benchmarks, and communicating sales career paths and commission potential.
Analyze and optimize recruiting funnel metrics, including conversion rates, time in stage, and pass-through ratios, to reduce time to fill and address bottlenecks.
Collaborate with People and Marketing to develop sales recruiting campaigns and showcase sales success stories, enablement, leadership, and earning culture.
Ensure hiring workflows, compensation discussions, and recruiting data comply with local employment regulations and internal data governance standards.
Adapt recruiting plans as sales targets, territories, and headcount needs change.