Outbound Talent Scout - especially for high producing sales reps

Outbound Talent Scout

Role: Outbound Talent Scout - especially for high producing sales reps

Location: Onsite in northern San Diego, CA (on Miramar RD, just across from Marine Corps Air Station Miramar)

Compensation: $100,000+ base | $160,000$200,000+ Year 1 OTE | Higher upside for proven top performers

About The Role:

AcquisitionReps.com / Let's Grow COO (same company) has been hired by one of Southern California's largest home buying companies to find an Outbound Talent Scout who can help them recruit the kind of people who win in high-pressure, high-earning, direct-to-consumer sales environments.

This is not a corporate HR role.

This is not a "review resumes and schedule interviews" role.

This is not for someone who wants to hide behind job postings.

This is a sales-driven recruiting seat for someone who knows how to chase, persuade, qualify, challenge, and close high-performing people.

The best person for this role may already be a recruiter.

But they may also be a top-performing salesperson from solar, door-to-door, home services, high-ticket retail, hospitality, network marketing, real estate, or another direct-to-consumer sales environment.

If you can sell, build trust quickly, ask sharp questions, read people well, and move competitive candidates to action, we can train the recruiting mechanics.

If you want comfort, predictability, work from home, or a slow desk, this is not the job.

If you want to make serious money, compete with high performers, and be measured by results, keep reading.

The Mission:

Your job is to find and recruit the people who will help the company grow.

Sales hiring will be the majority of the role. You will help recruit acquisitions reps, inside sales reps, dispositions reps, closing managers, listing agents, account managers, and other revenue-driving roles across the company and its vertically integrated businesses.

You may also support searches across operations, accounting, asset management, marketing, leadership, and other business-critical seats.

But the core mission is simple:

Find strong people before everyone else does. Get their attention. Build trust. Challenge them. Move them through the process. Close them. Repeat.

This company does not want a passive recruiter.

They want someone who can recruit the way a top sales rep sells.

The best person in this seat will not wait for applicants. They will hunt.

What Winning Looks Like:

You are winning when the company is not dependent on job board applicants.

You are winning when hiring managers have strong candidates before they start asking where the pipeline is.

You are winning when high-performing sales candidates take your call, trust your read on the opportunity, and move quickly through the process.

You are winning when hiring managers see stronger candidates because of your outbound work.

You are winning when your outreach turns into conversations, interviews, offers, accepted offers, and hires.

You are winning when leadership can say, "This person raises the talent level of the company."

Critical Accountabilities:

Build outbound pipelines that turn into hires

You will source candidates through LinkedIn, databases, referrals, direct outreach, competitor mapping, local market research, and creative search strategies. You are expected to create a pipeline, not wait for it.

Recruit high-performing sales talent

A major part of this role is recruiting people who can sell. You need to understand drive, confidence, urgency, resilience, money motivation, emotional intelligence, and competitive edge. The wrong sales hire costs the company time and revenue. Your job is to find the people who can actually produce.

Sell the opportunity like a closer

Strong candidates are not sitting around waiting to apply. You will need to get their attention, earn trust quickly, explain the upside clearly, handle objections, and move them to the next step. If you cannot create urgency in a conversation, this role will be difficult.

Keep a visible scoreboard

You will track outreach volume, reply rates, screens booked, interviews, offers, accepted offers, and hires. The numbers will be visible. Activity matters, but quality and conversion matter more.

Push the process forward

Slow recruiting loses strong candidates. You will keep candidates warm, drive hiring manager feedback, follow up quickly, and make sure good people do not stall out.

Recruit across multiple companies and functions

Sales will be the center of gravity, but not the whole job. You will also support hiring across the company's connected businesses, including operations, account management, closing coordination, accounting, asset management, marketing, leadership, and other roles as needed.

Improve the funnel every week

You will test sourcing lists, outreach angles, channels, screening questions, and follow-up sequences. If the reply rate is weak, you adjust. If candidate quality is off, you sharpen targeting. If candidates drop out, you fix the process.

Your First 90 Days On The Job:

First 30 Days

You are learning the business, the roles, the hiring standards, and the market. You are also already producing.

Expected outcomes:

• You spend 80%+ of your time on outbound sourcing and candidate conversations
• You contact at least 150 targeted candidates
• You build talent maps for the highest-priority sales roles
• You understand what separates a real sales producer from someone who just interviews well
• You know the recruiting metrics and report them clearly
• You begin building trust with hiring managers

First 60 Days

You are no longer just ramping. You are driving the pipeline.

Expected outcomes:

• At least 70% of your active pipeline is outbound-sourced
• You are adding 75+ new outbound contacts per week
• Hiring managers are seeing qualified candidates from your sourcing work
• You have at least one priority role at final interview, offer, or close stage
• Your outreach is improving based on reply and conversion data
• You are showing that you can move candidates with urgency

First 90 Days

You are proving your seat works.

Expected outcomes:

• 90% of closed hires are coming from your outbound sourcing
• You can show the full funnel from outreach to hire
• You have a repeatable process for building a passive candidate pipeline
• You are producing stronger candidates than inbound alone could produce

• Leadership trusts you to drive hiring without being chased