Talent Acquisition Partner

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 competitive value propositions, and close candidates against competing offers.
• •High Operational Discipline: Outstanding pipeline management, prioritization, and organizational skills, with the ability to balance multiple requisitions simultaneously without sacrificing speed or candidate experience.
• •Strategic Funnel Thinking: Analytical mindset adept at using funnel conversion metrics, pass-through rates, and market intelligence to solve hiring bottlenecks and forecast capacity.

Our Core Values

We Are One Team

• We Are Customer Centric
• We Are Growth Minded
• We Are Accountable
• We Celebrate Success

Simpro, AroFlo, BigChange & ClockShark are equal opportunity employers with a best-of-class onboarding program and supportive team environments. This means that we want everyone to feel welcome with us and to provide equal opportunities for everyone, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation, or any other non-performance factor.

If you'd like to join a fun and progressive organization, where there are opportunities to develop your career, please apply now with your CV/resume.

*Please note, no agencies will be accepted in the recruitment of this role.