Talent Acquisition Specialist

Talent Acquisition Specialist Snapshot

Curvion Blue is looking for a Talent Acquisition Specialist who knows how to find, assess, and attract high-performing sales talent.

This isn t a traditional HR recruiting role where you re posting jobs, waiting for applications, and hoping the right person wanders into the funnel.

You re going to be responsible for building and managing talent pipelines for sales roles across our business, with a heavy focus on identifying A-Players who can perform in high-ticket sales environments.

The ideal candidate has experience in Talent Acquisition or recruiting and understands how to source, qualify, interview, and move candidates through a high-volume hiring process.

Bonus points if you ve actually sold before. Extra bonus points if you ve sold high-ticket.

We want someone who understands salespeople because they ve been one, worked closely with them, or recruited them extensively.

As a Talent Acquisition Specialist, you will own recruiting across Curvion Blue s sales organization and help us continuously build a bench of exceptional talent.

You ll work closely with leadership to understand what  great  looks like for each role, then take that profile into the market and find the people who match it.

This is a hands‑on recruiting role for someone who enjoys sourcing, talking to candidates, assessing talent, and moving quickly.

You will be responsible for the full recruiting lifecycle, including sourcing, candidate outreach, screening, interview coordination, candidate evaluation, pipeline management, and offer management.

More importantly, you ll become an expert in identifying the difference between someone who sounds like a great salesperson and someone who can actually perform.

• Build proactive talent pipelines for closers, setters, sales leaders, and other revenue-generating roles.
• Source candidates through Linked In, 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.
• Track quality of hire and use performance data to improve future recruiting decisions.

• You have 1+ years of Talent Acquisition, recruiting, or full-cycle recruiting experience.
• You have experience recruiting salespeople, preferably revenue-generating roles.
• You know how to source candidates rather than relying exclusively on inbound applicants.
• You're comfortable conducting candidate screens and making recommendations to hiring managers.
• You can quickly identify whether someone s experience actually matches what they re claiming.
• You are highly comfortable talking to salespeople.
• You understand performance-driven environments and aren t intimidated by metrics.
• You can manage multiple open roles without losing track of candidates or details.
• You re organized, responsive, and operationally strong.
• You re comfortable working in an environment where priorities can move quickly.
• You can communicate…