Job Context
The Talent Acquisition Partner (Sales) will drive the rapid expansion of our go-to-market organization by identifying, attracting, and closing top-tier sales talent at scale. In this role, you will partner directly with sales leadership to forecast headcount needs, build high-velocity sourcing pipelines, and run rigorous, fast-moving selection funnels. We are seeking an experienced recruiter with a proven track record in high-volume sales hiring who balances proactive outbound sourcing with operational speed and an exceptional candidate experience.
What You’ll Do
Partner with Sales Leadership: Align directly with Sales Directors, VPs, and Revenue Operations to forecast high-growth headcount, translate revenue goals into hiring plans, define scorecard competencies, and calibrate ideal candidate profiles.
Full-Cycle High-Volume Ownership: Drive end-to-end recruitment across fast-paced sales pipelines (Sales Specialists, Account Executives, and Account Managers)—from pipeline launch and high-touch screening through commission-aligned offer negotiations and closing.
Upskill Sales Interviewers: Train and coach sales managers on structured, competency-based interviewing, standardizing roleplay/pitch evaluations, and minimizing bias while maintaining rigorous standards for sales aptitude and cultural fit.
Aggressive Outbound Sourcing: Proactively hunt and engage top-performing, quota-carrying sales talent using multi-channel outbound methods (LinkedIn Recruiter, direct messaging, sales networks, cold outreach, and candidate referrals) to build deep bench strength beyond inbound applicants.
GTM Talent Attraction Strategy: Serve as the functional lead for sales talent attraction, identifying competitor talent pools, tracking market compensation benchmarks, and positioning our sales career paths and commission potential compellingly.
Velocity & Funnel Optimization: Continuously diagnose and optimize the sales recruiting funnel; leverage ATS metrics (pipeline conversion rates, time-in-stage, pass-through ratios) to shorten time-to-fill and remove bottlenecks without lowering the quality bar.
Sales Employer Branding: Collaborate with People & Marketing teams to develop targeted sales recruitment campaigns, highlight top-earner success stories, and showcase our sales enablement, leadership, and earning culture.
Compliance & Data Integrity: Ensure all hiring workflows, compensation discussions, and data tracking adhere to local employment regulations and internal data governance standards.
Operational Adaptability: Maintain agility in response to evolving sales targets, territory changes, and headcount shifts; responsibilities will adapt alongside company revenue objectives.
What You’ll Bring
Volume & Sales Track Record: Proven track record of full-cycle recruiting in high-velocity environments, with dedicated experience hiring quota-carrying sales talent (e.g., Account Managers, Account Executives, and Sales Managers) at scale.
Rigorous Sales Assessment: Deep expertise in sales-specific selection methods, including structured behavioral interviewing, mock pitch/roleplay evaluations, and verifying quota attainment and deal sizes.
Outbound Sourcing Mastery: Expert-level direct sourcing capability using LinkedIn Recruiter, boolean search, sales communities, and cold outreach sequences to engage passive top performers.
GTM Business Acumen: Strong understanding of sales mechanics, go-to-market motions (inbound vs. outbound, enterprise vs. velocity), sales compensation structures (base/OTE splits, accelerators), and common sales methodologies (e.g., MEDDPICC, Challenger).
ATS & Pipeline Tools: Hands-on proficiency with Workday (or modern ATS platforms like Greenhouse, Lever, or Ashby) along with candidate CRM and outbound sourcing tools to manage high-volume candidate workflows.
Persuasive Communication & Closing: Exceptional verbal and written communication skills with the confidence to influence senior sales leadership, pitch…