Recruiter - Sales

Curvion Blue is looking for a Talent Acquisition Specialist who knows how to find, assess, and attract high-performing sales talent. This role focuses on building and managing talent pipelines for sales roles, with an emphasis on identifying A-Players for high-ticket sales environments. The ideal candidate has recruiting experience and understands how to source, qualify, interview, and move candidates through a high-volume hiring process. Sales experience is a significant plus.

About the Role

As a Talent Acquisition Specialist, you will own recruiting across Curvion Blue's sales organization, building a bench of exceptional talent. You’ll work closely with leadership to define what "great" looks like for each role and then source candidates who match that profile. This is a hands-on role for someone who enjoys sourcing, engaging with candidates, assessing talent, and moving quickly through the full recruiting lifecycle.

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 continuously build talent pools.
• Candidate Qualification: Conduct recruiter screens to evaluate experience, communication, motivation, sales ability, and overall fit. 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 determine when to advance or eliminate candidates.
• Sales Talent Acquisition: Become deeply familiar with high-ticket sales roles and the characteristics of top-performing setters, closers, sales directors, and sales leaders. Build relationships with high-performing sales professionals and maintain a warm talent network. Help position Curvion Blue as a destination for top 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 create an experience that reflects the level of talent you aim to attract.
• Recruiting Operations: Maintain accurate candidate data and pipeline stages in the ATS. Track recruiting metrics such as pipeline volume, conversion rates, time-to-fill, source performance, and quality of hire. Coordinate interviews, skills assessments, and roleplays. Partner with hiring managers to improve the recruiting process and identify bottlenecks.
• Hiring & Onboarding Partnership: Support offer creation and candidate closing. Ensure strong candidates remain engaged through acceptance and start date. Track quality of hire and use performance data to refine future recruiting decisions.

Requirements

• 1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.
• Experience recruiting salespeople, preferably in revenue-generating roles.
• Ability to source candidates proactively rather than relying exclusively on inbound applicants.
• Comfort conducting candidate screens and making recommendations to hiring managers.
• Ability to quickly assess whether a candidate’s experience matches their claims.
• Highly comfortable engaging with salespeople and understanding performance-driven environments.
• Strong organizational skills and ability to manage multiple open roles without losing track of candidates or details.
• Proactive mindset—instinctively solving recruiting problems rather than waiting for direction.

Nice to Haves

• Past sales experience, especially in high-ticket sales (e.g., setter, closer, AE, sales manager, or sales leader).
• Experience recruiting high-ticket closers or setters.
• Background in coaching, consulting, SaaS, agency, or other performance-driven sales environments.
• Understanding of sales compensation structures and ability to discuss earning potential with candidates.
• Established network of sales talent.
• Experience recruiting for remote sales organizations.

Who You Are

We’re looking for a talent hunter—someone who enjoys the chase, can spot potential in a LinkedIn profile, and thrives on building relationships. You should be competitive, analytical, and organized, with a passion for identifying top talent. If you’ve sold before, you’ll have a natural advantage in understanding how to build rapport, overcome objections, and influence decisions. High-ticket sales experience is a major plus, as it means you already understand the world our candidates operate in.

Pay

$50,000 – $80,000

Schedule

Monday to Friday, 9 AM – 6 PM (specific to your time zone)