Talent Acquisition Partner

Simpro•Miami, FL

11d

About The Position

The Talent Acquisition Partner (Sales) will drive the rapid expansion of the go-to-market organization by identifying, attracting, and closing top-tier sales talent at scale. The role partners directly with sales leadership to forecast headcount needs, build high-velocity sourcing pipelines, and run rigorous, fast-moving selection processes. The position calls for an experienced recruiter with a track record in high-volume sales hiring who balances proactive outbound sourcing with operational speed and an exceptional candidate experience. The role owns full-cycle recruitment for sales positions, including Sales Specialists, Account Executives, and Account Managers. It also leads sales talent attraction, supports interviewer development, improves funnel performance, contributes to employer branding, and ensures hiring practices and data handling meet applicable regulations and internal standards. Responsibilities may adapt as sales targets, territories, and headcount needs change.

Requirements

Proven full-cycle recruiting experience in high-velocity environments, including dedicated experience hiring quota-carrying sales talent at scale.
Deep expertise in sales-specific selection methods, including structured behavioral interviews, mock pitch or roleplay evaluations, and verification of quota attainment and deal sizes.
Expert-level direct sourcing skills using LinkedIn Recruiter, Boolean search, sales communities, and cold outreach sequences to engage passive candidates.
Strong understanding of sales mechanics, go-to-market motions, sales compensation structures such as base/OTE splits and accelerators, 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, including the ability to influence senior sales leadership, present value propositions, and close candidates considering competing offers.
Strong pipeline management, prioritization, and organizational skills, with 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, translate revenue goals into hiring plans, define scorecard competencies, and calibrate candidate profiles.
Own full-cycle, high-volume recruitment for sales pipelines, from launching pipelines and screening candidates through offer negotiation and closing.
Train and coach sales managers on structured, competency-based interviewing, roleplay and pitch evaluations, and bias reduction.
Proactively source quota-carrying sales talent through LinkedIn Recruiter, direct messaging, sales networks, cold outreach, and referrals.
Lead sales talent attraction by identifying competitor talent pools, tracking market compensation benchmarks, and positioning sales career paths and commission potential.
Analyze and optimize recruiting funnels using ATS metrics, including pipeline conversion rates, time-in-stage, and pass-through ratios, to reduce time-to-fill while maintaining quality.
Collaborate with People and Marketing teams on sales recruitment campaigns and content highlighting top-earner success stories, sales enablement, leadership, and earning culture.
Ensure hiring workflows, compensation discussions, and recruiting data tracking comply with local employment regulations and internal data governance standards.
Adapt recruiting responsibilities to evolving sales targets, territory changes, and headcount shifts.