About This Role
This Talent Acquisition Specialist role focuses on finding, assessing, and attracting high-performing sales talent for Curvion Blue. It is a hands-on recruiting position for someone who enjoys sourcing, talking to candidates, assessing talent, and moving quickly, with a strong emphasis on building and managing talent pipelines for sales roles across the business.
Responsibilities
- 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
- 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
- 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
- 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
- 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
- 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
