Outbound Talent Scout - especially for high producing sales reps

The Mission

Your job is to find and recruit the people who will help the company grow. Sales hiring will be the majority of the role. You will help recruit acquisitions reps, inside sales reps, dispositions reps, closing managers, listing agents, account managers, and other revenue-driving roles across the company and its vertically integrated businesses. You may also support searches across operations, accounting, asset management, marketing, leadership, and other business-critical seats. But the core mission is simple: Find strong people before everyone else does. Get their attention. Build trust. Challenge them. Move them through the process. Close them. Repeat.

Critical Accountabilities

• Build outbound pipelines that turn into hires

• Recruit high-performing sales talent

• Sell the opportunity like a closer

• Keep a visible scoreboard

• Recruit across multiple companies and functions

• Improve the funnel every week

First 90 Days on the Job

• First 30 Days: Learn the business, roles, hiring standards, and market. Produce 80%+ of time on outbound sourcing and candidate conversations. Contact at least 150 targeted candidates. Build talent maps for highest-priority sales roles. Understand what separates a real sales producer from someone who just interviews well. Know recruiting metrics and report them clearly. Show trust with hiring managers.

• First 60 Days: Add 75+ new outbound contacts per week. Hiring managers see qualified candidates from your sourcing work. Have at least one priority role at final interview, offer, or close stage. Outreach improves based on reply and conversion data. Show ability to move candidates with urgency.

• First 90 Days: 90% of closed hires are from your outbound sourcing. Show full funnel from outreach to hire. Have a repeatable process for building a passive candidate pipeline. Produce stronger candidates than inbound alone could produce. Leadership trusts you to drive hiring without being chased.

Who Will Win Here

• People who want to make a lot of money and understand that money follows production

• People who like competition and want a clear scoreboard

• People with experience in sales recruiting for direct-to-consumer or performance-based roles

• People with agency recruiting experience, especially heavy outbound sourcing

• People with experience in real estate sales or acquisitions, solar sales, door-to-door sales, home services sales, high-ticket retail sales, hospitality, especially bartending or serving in high-volume environments, network marketing or commission-driven sales environments

Backgrounds We Like

• Experience in sales recruiting for direct-to-consumer or performance-based roles

• Agency recruiting with heavy outbound sourcing

• Real estate sales or acquisitions

• Solar sales

• Door-to-door sales

• Home services sales

• High-ticket retail sales

• Hospitality, especially bartending or serving in high-volume environments

• Network marketing or commission-driven sales environments

• Traditional recruiting experience is helpful, but it is not the only path. If you have the sales DNA, communication skills, urgency, and competitive edge, the recruiting process can be trained.

Who Should Not Apply

• People who want a comfortable recruiting job

• People who prefer HR, compliance, onboarding, or employee relations

• People who need a slow, predictable desk

• People who avoid outbound calls, outreach, or follow-up

• People who get defensive when their numbers are reviewed

• People who struggle to challenge strong candidates

• People who think job postings are the main recruiting strategy

• People who want a title more than they want to produce

Benefits and Upside

• Healthcare insurance and standard employee benefits

• Employee homebuyer program with potential discounts on property purchases

Location

This is an onsite role in northern San Diego, CA off Miramar RD just across from MCAS Miramar. The company works in person, five days per week. This is not a remote role. This is not a hybrid role. For an exceptional candidate, limited schedule flexibility may be discussed later in the process, but candidates should assume this is an in-office role.

Hiring Process

• A one-way video interview

• 15 minute call to discuss the role and next steps

• Predictive Index behavioral and cognitive assessments

• 1st round 45-60 minute interview with one of our recruiters

• Sample work project

• Working Genius assessment

• 1-2 final round interviews with company leadership

• Additional assessments to be administered by the client

• A final culture-fit conversation over lunch with our client's team

Compensation

This is a W-2 role with a strong base salary. The starting base is expected to be around $100,000, with flexibility for the right person. Strong performers should expect $160,000-$200,000+ in Year 1 total compensation.