Recruiter - Sales

Talent Acquisition Specialist Snapshot

Curvion Blue is looking for a Talent Acquisition Specialist who knows how to find, assess, and attract high-performing sales talent.

This isn't a traditional HR recruiting role where you're posting jobs, waiting for applications, and hoping the right person wanders into the funnel.

You're going to be responsible for building and managing talent pipelines for sales roles across our business, with a heavy focus on identifying A-Players who can perform in high-ticket sales environments.

The ideal candidate has experience in Talent Acquisition or recruiting and understands how to source, qualify, interview, and move candidates through a high-volume hiring process.

Bonus points if you've actually sold before. Extra bonus points if you've sold high-ticket.

We want someone who understands salespeople because they've been one, worked closely with them, or recruited them extensively.
Position Overview

As a Talent Acquisition Specialist, you will own recruiting across Curvion Blue 's sales organization and help us continuously build a bench of exceptional talent.

You'll work closely with leadership to understand what "great" looks like for each role, then take that profile into the market and find the people who match it.

This is a hands-on recruiting role for someone who enjoys sourcing, talking to candidates, assessing talent, and moving quickly.

You will be responsible for the full recruiting lifecycle, including sourcing, candidate outreach, screening, interview coordination, candidate evaluation, pipeline management, and offer management.

More importantly, you'll become an expert in identifying the difference between someone who sounds like a great salesperson and someone who can actually perform.
Your Core Responsibilities
Talent Sourcing

-
Build proactive talent pipelines for closers, setters, sales leaders, and other revenue-generating roles.

-
Source candidates through LinkedIn, job boards, referrals, communities, databases, and creative outbound strategies.

-
Develop targeted sourcing strategies based on role requirements and candidate profiles.

-
Continuously build talent pools rather than starting from zero every time a role opens.

Candidate Qualification

-
Conduct recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit.

-
Identify candidates with demonstrated performance rather than relying solely on resume keywords.

-
Assess candidates against defined scorecards and role-specific success profiles.

-
Understand sales metrics, quotas, KPIs, close rates, lead flow, revenue, and other performance indicators.

-
Identify red flags and know when to move a candidate forward versus cut them from the process.

Sales Talent Acquisition

-
Become deeply familiar with high-ticket sales roles and the characteristics of top-performing setters, closers, sales directors, and sales leaders.

-
Understand the difference between legitimate sales experience and resume fluff.

-
Build relationships with high-performing sales professionals and maintain a warm talent network.

-
Help Curvion Blue become known as a destination for high-performing sales talent.

Candidate Experience

-
Own candidate communication throughout the recruiting process.

-
Keep candidates engaged, informed, and moving through each stage.

-
Represent Curvion Blue professionally and enthusiastically.

-
Create a candidate experience that reflects the level of talent we want to attract.

Recruiting Operations

-
Maintain accurate candidate data and pipeline stages in our ATS.

-
Track recruiting metrics including pipeline volume, conversion rates, time-to-fill, source performance, and quality of hire.

-
Coordinate interviews, skills assessments, roleplays, and other evaluation stages.

-
Partner with hiring managers to continuously improve the recruiting process.

-
Identify bottlenecks and recommend ways to improve recruiting efficiency