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.

Responsibilities

• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• 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.
• Ensure all hiring workflows, compensation discussions, and data tracking adhere to local employment regulations and internal data governance standards.
• Maintain agility in response to evolving sales targets, territory changes, and headcount shifts; responsibilities will adapt alongside company revenue objectives.
• 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).

Requirements

• 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.
• 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.
• Exceptional verbal and written communication skills with the confidence to influence senior sales leadership, pitch competitive value propositions, and close candidates against competing offers.
• Outstanding pipeline management, prioritization, and organizational skills, with the ability to balance multiple requisitions simultaneously without sacrificing speed or candidate experience.

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.

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.