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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