18666 - Sales Recruiter

Position Summary We’re looking for a results-driven Sales Recruiter who knows how to find great sales talent, not just wait for it to apply. In this role, you’ll recruit quota-carrying sales professionals across the United States, with a primary focus on Business Consultant and related B2B sales positions. You’ll partner with sales leaders to identify high-performing talent, build pipelines in competitive markets, engage passive candidates, and move the right people through the hiring process with speed and purpose. The ideal candidate is a proactive talent hunter who understands sales. You know how to look beyond a polished résumé and uncover the numbers behind a candidate’s performance: quota attainment, revenue production, pipeline generation, territory growth, new-business development, and overall sales results. Essential Duties and Responsibilities • Own full-cycle recruiting for Business Consultants and other B2B sales positions across multiple U.S. markets. • Develop creative sourcing strategies to identify active and passive sales professionals. • Build targeted talent pipelines by geography, industry, competitor, and sales specialization. • Proactively engage candidates through LinkedIn Recruiter, direct outreach, referrals, ATS databases, professional networks, job boards, and other sourcing channels. • Build long-term pipelines for recurring and forecasted sales hiring needs instead of relying solely on inbound applicants. • Conduct structured screens to understand candidates’ sales experience, achievements, motivation, and career goals. • Evaluate experience in new-business development, prospecting, pipeline generation, territory growth, consultative selling, negotiation, and closing. • Dig into measurable performance indicators, including quota attainment, revenue production, new-logo acquisition, sales rankings, pipeline generation, and other relevant results. • Understand the difference between new-business hunter profiles, account-growth profiles, channel sellers, and sales leaders, and match talent to the right opportunity. • Present hiring managers with qualified candidates supported by clear, evidence-based summaries of their experience and results. • Manage candidates from initial outreach through screening, interviews, offer, acceptance, and pre-employment activities. • Keep candidates engaged throughout a competitive hiring process and proactively address concerns, competing opportunities, compensation expectations, and potential offer risks. • Partner closely with hiring managers to establish priorities, understand changing business needs, obtain timely feedback, and keep searches moving. • Recalibrate sourcing strategies when a pipeline is not producing the quality or volume required. • Deliver a responsive and professional candidate experience from first contact through hire. • Monitor recruiting activity and pipeline health to understand what is working and where adjustments are needed. • Track candidate outreach, qualified submissions, hiring-manager acceptance, interviews, offers, hires, pipeline conversion, source effectiveness, and time to fill. • Maintain accurate and timely candidate and requisition information within the ATS. • Share talent-market insights with hiring leaders, including candidate availability, compensation expectations, competitor activity, sourcing challenges, and candidate feedback. Knowledge, Skills, and Abilities • 3+ years of full-cycle recruiting experience, including demonstrated experience recruiting B2B sales professionals. • Proven ability to proactively source and engage passive candidates rather than relying primarily on inbound applications. • Strong understanding of quota-carrying sales positions and how sales performance is measured. • Ability to assess candidates against metrics such as quota attainment, revenue generation, pipeline development, territory performance, and new-business acquisition. • Experience managing multiple requisitions, hiring managers, candidates, and geographic markets simultaneously. • Strong direct-sourcing, interviewing, candidate-engagement, and closing skills. • Strong organization, follow-through, attention to detail, and the ability to work with urgency. • Confidence partnering with hiring leaders and providing market-based recommendations when a search strategy needs to change. • Experience using applicant tracking systems, LinkedIn Recruiter, job boards, and other sourcing tools. • Strong written and verbal communication skills. • Experience recruiting Business Consultants, Account Executives, Territory Sales Representatives, Regional Sales Managers, Channel Sales professionals, or similar quota-carrying positions. • Recruiting experience within HCM, payroll, PEO, EOR, HR technology, SaaS, staffing, professional services, or another consultative B2B sales environment. • Experience supporting high-volume or recurring sales hiring across multiple U.S. markets. • Experience using recruiting analytics to improve sourcing strategies and funnel conversion

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