Senior Recruiter

Responsibilities Own Sales Talent Strategy: Partner closely with Sales leadership to understand territory needs, revenue goals, and ideal candidate profiles (hunters vs. farmers), translating business objectives into effective hiring strategies. Identify High‑Performance Hunters vs. Farmers: Target and assess hunters with proven new business development success and account executives with strengths in account growth, retention, upselling, and relationship management. Build Targeted Pipelines: Develop and execute proactive sourcing strategies focused on top‑performing sales talent in competitive markets and adjacent industries. Source with Precision: Leverage LinkedIn Recruiter and direct outreach to engage passive, high‑caliber candidates with a track record of exceeding quota. Assess for Sales Excellence: Evaluate candidates against sales hiring standards including drive, grit, coachability, competitive mindset, and consistent performance against measurable sales metrics. Own Full‑Cycle Recruiting: Drive end‑to‑end recruiting from intake through close, with a strong focus on speed, quality, and candidate conversion. Deliver a High‑Performance Candidate Experience: Create a compelling, high‑touch experience that reflects a performance‑driven sales culture and attracts top producers. Drive Interview Rigor: Partner with hiring managers to ensure a structured, competency‑based interview process that accurately evaluates sales capability and future success. Use Data to Win: Track funnel metrics (pipeline health, conversion rates, time to fill, quality of hire) and continuously optimize strategies to meet aggressive sales hiring goals. Build for Scale: Develop deep pipelines of sales talent across territories to support rapid expansion and future hiring demand. Qualifications 7+ years of full‑cycle recruiting experience with a strong emphasis on Sales recruiting in high‑growth, performance‑driven environments. Demonstrated success hiring quota‑carrying sales roles, including outside sales, inside sales, hunters (BDRs/AE new business), and account managers/farmers. Deep understanding of sales performance metrics (quota attainment, deal size, sales cycle, activity levels) and how to assess top performers. Proven ability to identify and attract passive, high‑performing sales talent, especially competitive “A players.” Strong business partnership skills with the ability to influence Sales leaders and calibrate on talent profiles quickly. Highly organized with the ability to manage multiple high‑priority sales requisitions in a fast‑paced environment. Experience using ATS, CRM, and sourcing tools (LinkedIn Recruiter, Indeed, talent intelligence platforms). Data‑driven mindset with a focus on pipeline metrics and continuous improvement. Location Onsite in Coppell, TX. A hybrid work schedule may be offered, but 3 days onsite per week are required. Compensation Salary range: $86,700.00 – $130,000.00. Physical Requirements Work is performed in both a corporate office setting and a remote/home office environment. Sitting for extended periods of time while working at a computer in either environment. Regularly inputting, retrieving, and viewing information on a computer or other digital devices. Occasionally standing, walking, bending, or reaching within the workspace. Lifting or moving materials such as boxes or packages weighing up to 10 lbs. in an office setting. Maintaining a workspace (office or home) that supports safe and effective job performance, including appropriate workstation setup and ergonomics. TopBuild Corp. is an equal opportunity employer (EOE) and all qualified applicants will receive consideration without regard to race, color, religion, sex, national origin, age, disability status, veteran status, or any other legally protected characteristic. #J-18808-Ljbffr