Talent Acquisition Specialist

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.

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 source candidates who match that profile. This is a hands-on role involving the full recruiting lifecycle: sourcing, outreach, screening, interview coordination, evaluation, pipeline management, and offer management. You’ll become an expert in distinguishing between candidates who sound good and those who can actually perform.

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 for each new role.
• 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 determine when to move a candidate forward or 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 the company aims to attract.
• Recruiting Operations
  • Maintain accurate candidate data and pipeline stages in the 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.
• Hiring & Onboarding Partnership
  • Support offer creation and candidate closing.
  • Help ensure strong candidates remain engaged through acceptance and start date.
  • Partner with the team to identify early indicators of successful hires.
  • Track quality of hire and use performance data to improve 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 rather than relying exclusively on inbound applicants.
• Comfort conducting candidate screens and making recommendations to hiring managers.
• Ability to quickly identify whether a candidate’s experience matches their claims.
• Highly comfortable talking to salespeople and understanding performance-driven environments.
• Ability to manage multiple open roles without losing track of candidates or details.
• Strong organizational, responsiveness, and operational skills.
• Comfort working in an environment where priorities can shift quickly.
• Professional communication with candidates at every level.
• Proactive mindset—instinct to solve problems rather than wait for direction.

Nice-to-Have

• Past sales experience, especially in high-ticket sales.
• Experience as a 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 natural ability to assess what makes someone successful in sales. If you’ve sold before, especially in high-ticket environments, you’ll have a natural advantage in understanding our candidates’ world.

Pay

Compensation range: $50,000 – $80,000.

Schedule

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